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The article, titled "The Role of Migration in Classes of Labour: Work and Life in a Central Indian Steel Town," provides an ethnographic study of the industrial workers in the central Indian steel town of Bhilai. The author explores various topics such as labor recruitment, reservations, promotions, and unions, as well as the relationship between caste and class. The article highlights the significant role of labor migration in shaping and reproducing capitalism in Bhilai, emphasizing how migration created the city and transformed rural sending regions. It also discusses how migration contributes to the formation and consolidation of class divisions among workers, as well as the impact of migration on class-based superiority and non-class identities. The article concludes by raising questions about the potential for migration to challenge capitalism and foster working-class solidarity in the future. [Extracted from the article]

AbstractThe impact of Indian state labour law reforms on employment, output, new industrial units, investment and size of industrial units is examined from 2000–01 to 2017–18. States with inflexible labour laws had lower growth of large industrial units and regular employment. Contract worker hiring spiked in firms with 301–500 workers in both flexible and inflexible states. Capital growth was higher than growth of workers in all state categories. Rajasthan, the first state to carry out additional reforms in 2014, had good performance. Regressions carried out to control for factors that impact employment other than labour laws indicate that: (i) reforms had a positive impact on employment; (ii) good infrastructure, reduction in industrial disputes, low crime and better education resulted in significant employment generation. Difference-in-differences estimates show that post-reform, employment, fixed capital, and output were higher for flexible labour law states, when compared to inflexible labour law states. [ABSTRACT FROM AUTHOR]

In this paper we study the extension of paid maternity leave from 12 weeks to 26 weeks in India to estimate its effect on the contractual arrangements of working women. To identify causal effects, we exploit the variation generated by the institutional features of the policy mandate in India, which applies only to establishments employing 10 workers or more. We find that women are 4.3 percentage points less likely to be employed as regular salaried workers in the establishments as a result of this policy. We also show that there is an increase in the employment of women as unpaid and wage labourers in establishments, but no change takes place in women entrepreneurship. The effects appear to be driven by married and younger women confirming that the extension of maternity leave imposes a motherhood penalty in terms of women's labor market opportunities. [ABSTRACT FROM AUTHOR]

The article examines the viability of employer claims against at-will employees amid changing labor and employment law. Topics discussed include history of at-will employment, limits to the doctrine of at-will employment such as termination, breach of employment contract claims, claims against at-will employees, breach of contract action against an employee and employee compensation under the Fair Labor Standards Act (FLSA), and unequal balance of power in employment relations.

We develop a general equilibrium model of a small open economy with performance-pay worker compensation and occupational choice. We analytically and numerically examine the distributional effects of entrepreneurial talent and performance-pay contracts. Risk-neutral, more talented individuals become entrepreneurs, inducing workers to exert effort through incentive contracts. Entrepreneurial talent and worker effort significantly influence income inequality through complex general equilibrium channels. Economies with higher tariffs, more entrepreneurs, less skilled or more heterogeneous workers, and economies without worker effort, display higher income inequality measured by the top one percent income share and the Gini Coefficient. [ABSTRACT FROM AUTHOR]

Introduction: Unfavorable working conditions may place workers in a vulnerable position in the labour market, but studies on the clustering of these factors and their relation to burnout symptoms are lacking. This study aims to identify subgroups of workers in potentially vulnerable positions in the labour market and examine whether burnout symptoms differ across the established subgroups. Methods: This study utilizes cross-sectional data from 2019 of the Netherlands Working Conditions Survey (n = 55,283). Working conditions included employment contracts, working hours, multiple jobs, tenure, physical strain, autonomy, and workload. Burnout symptoms were measured with five items on a 7-point Likert scale. Latent Class Analysis was used to identify vulnerability subgroups based on working conditions and educational level. Wilcoxon rank-sum tests were used to examine whether burnout symptoms differed between the identified subgroups. Results: Three out of nine subgroups (i.e., classes 4, 6, and 7) presented combinations of multiple unfavourable working conditions. The vulnerability of class 4, characterized by low educational level, physically demanding work, low autonomy, and a high workload, was underscored by a significantly higher burnout symptom score (M = 2.91;SD = 0.97) compared to all other subgroups. Subgroups 3 (M = 2.69;SD = 1.43) and 8 (M = 2.41;SD = 1.41), without striking unfavourable conditions, had the second and third highest scores on burnout symptoms. Conclusions: Determining vulnerability in the labour market is not straightforward as not all profiles that presented clusters of unfavourable working conditions scored high on burnout symptoms, and vice versa. Future research should investigate whether findings are similar to other mental health outcomes. [ABSTRACT FROM AUTHOR]

Termination of the individual employment contract requires a thorough understanding of the notice period. Whether dismissal or resignation, an understanding of the legal requirements and notice periods is crucial for both employers and employees, especially in a context where many issues are not covered by legislation and where judicial practice and literature are not unanimous in their solutions. This article analyses the specifics of each termination method, the procedure/formalities to follow and how to calculate the notice period, ensuring a clear understanding of the rights and responsibilities involved in the termination process. [ABSTRACT FROM AUTHOR]

Refugee women face significant challenges when seeking employment in Western host countries. To advance gender-sensitive perspectives within migration and refugee research, this study examines differences in employment outcomes between refugee women and men. Specifically, this study provides a nuanced picture of six indicators of employment outcomes, including pay, fixed-term versus permanent employment contract, overqualification, career prospects, an at-home feeling in the workplace and the ability to talk to colleagues about personal problems. The study also shows that individuals’ occupational status plays a role in gender disparities. Our findings, based on a recent survey of refugees working in Austria, reveal several gender gaps, with an especially significant gap regarding fixed-term employment contracts. Refugee women, who are more likely to be disadvantaged in employment outcomes, benefit disproportionately from working in high-skill jobs. The findings underscore the complex nature of gendered patterns in labour market integration of refugees and imply specific policies addressing gender inequality in this setting. [ABSTRACT FROM AUTHOR]

The case concerns the alleged failure by the resisting administration to fulfill obligations arising from the contract and employment relationship, as well as the violation of safety regulations leading to the workplace accident reported by an Airforce Sergeant. Following the accident, the soldier complains of developing barotraumatic hearing loss with tinnitus and reactive post-traumatic stress disorder to the traumatic event. The case provides an opportunity to analyze the relevance of forensic medical assessment and its integration with psychodiagnostic examination for the correct nosographic classification aimed at evaluating and quantifying biological damage. [ABSTRACT FROM AUTHOR]

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Copyright of Law & Justice Review is the property of Justice Academy of Turkey and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Majalat Monazaat Al-Aamal is the property of Majalat Monazaat Al-Aamal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study is to find out how the hospital's efforts to protect doctors who work under employment agreements such as permanent doctors and non-permanent doctors at the hospital and find out what the content of the contract agreement for permanent and non permanent doctors working at the Hospital. This research was carried out in two stages: literature research which aims to obtain secondary data as the main source of data including key legal documents, namely Law Number 17 of 2023 concerning Health. The researcher draws the conclusion that the protection in the hospital does not guarantee the certainty of legal protection for doctors. It is very important to create an optimal collective bargaining agreement between the doctor and the hospital so that a Light and Wise Legal Dispute Resolution is created. The research can provide new knowledge related to the construction of employment agreements for doctors working in hospitals. [ABSTRACT FROM AUTHOR]

The work is devoted to the study of property rights to objects of related rights created in the process of creating an official work. According to the current legislation of Ukraine, four objects of related rights are defined: a performance, a phonogram, a videogram, and a broadcasting organization program. The study of the question posed in the article is directly related to the understanding of the legal nature of the abovementioned objects. In order to form an appropriate approach to understanding, the work considers the legally defined definitions related to these objects, the subject composition in relation to these objects, since the understanding of the primary subjects of adjacent rights is extremely important in the context of the ownership of property rights, which according to the current relevant legislation is a performer, a producer of a phonogram, a producer of a videogram, a broadcasting organization. At the same time, it should be noted that according to the current legislation, the producer of phonograms and videograms is understood as a natural and/or legal person who took the initiative to create the relevant objects and bears the corresponding responsibility for it. At the same time, we note that there is no legislative definition of the producer of the broadcasting organization program and the production of the broadcasting organization program in the relevant Law. When researching the objects of related rights, the question of the originality of the corresponding objects is analyzed, the creative contribution of employees in the creation of such objects as a phonogram, a videogram, a broadcast organization program is emphasized. The relationship between objects of neighboring rights and objects of copyright is analyzed. A thorough study of the moment of emergence and exercise of related rights is carried out. When analyzing the relevant legal norm, attention is drawn to the fact that the corresponding article refers to the relevant provisions of copyright in the context of official work, while such an object of related rights as a program of a broadcasting organization remains in this aspect outside the attention of the legislator. The author distinguishes between labor relations regulated by an employment contract (contract) for the creation of relevant objects and civil-law relations in connection with the creation of an object of intellectual property rights. And finally, the importance of researching the question posed in the article and the features that arise in relation to the relevant objects is directly related to the prospect of further research into such issues as the disposal of relevant property rights. [ABSTRACT FROM AUTHOR]

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The novel form has been traced as contemporaneous with the nation-state form and is associated with a homogenous speaking community. This article concerns itself with the role of affect in sustaining a community in a condition in which the distinction between the agent of capital and that of community is not unconditionally or ahistorically available. Drawing its theoretical apparatus from the conceptualisation of post colony by Achille Mbembe, and on studies of rumour, and contextualising itself in the contractual labour practice known as kafala and the exclusionary practices of citizenship in the countries of the Arab Gulf, this article argues that the reproduction of the exploitative capital/state along the axes of community produces both the capital/state and the community along affective lines, and away from the bureaucratic coldness or democratic openness that is supposed to characterise them. Taking Deepak Unnikrishnan's Temporary People, as an instance of a novel produced from such a milieu, the article pays attention to the figure of the reader because traditionally scholarship has put the onus of the effects of the novel such as nationalism as the affordance of the figure of the reader. The article illustrates reconfigurations in the form of the novel and suggests that it is through fallibility rather than efficiency that power operates both as oppressive and resistant. [ABSTRACT FROM AUTHOR]

This article explores the issue of "killer acquisitions" and the enforcement gap in European merger control laws. It specifically focuses on employee acquisitions and whether they should be considered concentrations under the European Union Merger Regulation (EUMR). The article suggests that while employee acquisitions could potentially fall within the scope of the EUMR, the interpretation and application of jurisdictional rules may vary. The authors argue that the Microsoft/Inflection AI case highlights the need for further examination of employee acquisitions in merger control. [Extracted from the article]

This article utilizes a new nationally representative survey, executed in January 2020, that measures non-standard work. The author estimates the incidence of contract company employment and freelancing and describes who goes into non-standard employment. He then studies earnings and access to employer-provided training among contract company employees—the largest and most mis-measured group of non-standard workers. Training is important because it affects wage growth and career trajectories and also gives insight into the evolving character of employment relationships. Findings indicate that contract company employees face an earnings penalty but that considerable heterogeneity occurs within this category. The analysis of multiple forms of formal training finds that contract company employees receive less training than do standard employees even after multiple controls. Informal training is more textured due to the nature of social interactions inherent in its availability. Throughout the analysis, racial and ethnic disparities are apparent. [ABSTRACT FROM AUTHOR]

Noncompetes are often included in modern employment contracts to prevent employees from working for competitors in a specified geographic area and for a specified amount of time after termination of employment. Noncompetes can take the form of a clause in a larger agreement, like an employment contract, or can be a completely separate agreement. [ABSTRACT FROM AUTHOR]

In the Court of Appeal decision in Burn v Alder Hey (Burn), there are obiter suggestions that the employment contract contains an implied term that would require the employer to act fairly during a disciplinary process. In an article in this journal, Collins and Golding (the authors) endorse this direction of travel and explore what they see as a number of advantages that would accrue for employees (and other workers) should the courts hold that such a term is indeed part of the law of contract. This article seeks to argue that recognition of the term would be misguided. [ABSTRACT FROM AUTHOR]

The implication of a new term by law into contracts of employment is significant and relatively rare. In somewhat of a revelation, members of the Court of Appeal in Burn v Alder Hey Children's NHS Foundation Trust were receptive to the introduction of a duty that would require employers to act in accordance with procedural fairness during disciplinary processes. This article offers the first detailed examination of this development, commencing by exploring the nature, scope and necessity of such a term in the context of contracts of employment. The relationship between this emergent duty and the ' Johnson exclusion zone', which limits the remedies available at common law if the breach of the employer's obligations alleged is the manner or fact of an employee's dismissal, will be considered. We argue that the real potential of this duty lies in the prospect that it could be extended beyond contracts of employment and implied into, for example, contracts between workers and their employers. Such a development would be novel for the common law and make a substantial contribution to the regulation of a wider category of working relationships and to the pursuit of the objectives and aims of employment law. [ABSTRACT FROM AUTHOR]

This article explores the relationship between modern labour law, trust-based management, and collective labour relations. It begins by examining the historical origins of labour law, which was established to give employers the means to govern their workforce, based on the assumption that workers were untrustworthy. We argue that this notion still persists, albeit in a refined form, and that advancements in technology can exacerbate the negative consequences of managerial prerogatives. The article highlights the need to re-examine the extent of managerial prerogatives and provides several examples of businesses that have adopted trust-based models of organization, leading to positive outcomes. However, the study cautions that trust-based models can be used as a guise for employers to retain greater control over their employees and emphasizes the critical role of collective labour relations in ensuring true trust. The article concludes by arguing that policymakers must challenge the hierarchy-centred model of the employment contract and promote practices that reinforce social dialogue and collective voice in order to reap the benefits of trust-based business practices. This study sheds light on the need to re-evaluate the current employment landscape and consider alternative models that prioritize trust, autonomy, and social dialogue in the workplace. [ABSTRACT FROM AUTHOR]

The Board of Directors is obliged to take responsibility for its actions on the employment contract agreement of any responsibility born of any transaction or employment contract activity carried out by it in accordance with the duties and responsibilities given by the board of commissioners to it as a director of the company, with the consideration that the activity has been carried out with due regard to prudential standards and good faith from the duties and functions as a director. The research method used is normative juridical research using primary, secondary, and tertiary legal materials and research places, data collection techniques in this research are literature studies and document studies and interviews, data analysis is carried out by collecting, classifying, and analysing based on the results of literature study research and studies in several companies, the results of the study show that the legal protection of the Board of Directors on agreements with third parties that harm the company so that if something undesirable happens, the sanctions for violations of the Board of Directors in their position as budget users will face criminal, civil and administrative sanctions. So that directors who get authority based on applicable laws and regulations in carrying out a work contract activity either obtained through delegation of authority, then have fulfilled the criteria in each agreement. [ABSTRACT FROM AUTHOR]

This study aims to identify and analyze the extent to which compensation moderates the impact of the implementation of Fixed-Term Employment Agreements and job satisfaction on employee performance at PT. XYZ. The research method used is associative with a quantitative approach, utilizing moderation regression analysis. The sample consists of 97 employees, and data analysis includes moderation regression tests, determination coefficients, and hypothesis significance testing (t-tests). The results show that Fixed Time Employment Agreement has an insignificant effect on employee performance, while job satisfaction has a significant effect on employee performance. Furthermore, the implementation of the Fixed Time Employment Agreement, even when reinforced by compensation, does not significantly enhance employee performance at PT. XYZ. Additionally, compensation does not significantly moderate the relationship between job satisfaction and employee performance at PT. XYZ. [ABSTRACT FROM AUTHOR]

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Given the trend towards labour market flexibility in various European countries, this article examines whether the offered type of employment contract has an impact on young people's ratings of the attractiveness of a job. It empirically assesses the notion that young people's preference for secure employment increases as they transition into adulthood. We conducted a factorial survey among a representative sample of 1,025 people aged 18–35 years old in the Netherlands. Participants were asked to evaluate hypothetical job offers. Results show that, compared with a permanent contract, the offer of a temporary contract for 3 years has a small negative effect on young adults' job ratings, whereas offers of an agency contract or an on-call contract have a large negative effect. In line with our predictions, this preference for job security is stronger for men and women who have left the parental home or who have entered parenthood. For men, we also find that their preference for job security is even stronger if they have entered a romantic relationship. These findings suggest that young adults regard insecure employment undesirable, but that, based on their overrepresentation in non-standard employment, their preferences are often not met. [ABSTRACT FROM AUTHOR]

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Copyright of Necmettin Erbakan University School of Law Review is the property of Necmettin Erbakan University School of Law Review and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Considerable advancements have been achieved on an international level with regard to the promotion of women's rights and their equitable engagement in economic activities and the labour market. However, despite the widespread endorsement of equal pay for men and women by international authorities, its practical application has proven to be challenging. The United Nations has reported that an estimation places the global gender wage disparity at 20%. In addition to being a concern within the realm of gender justice, wage inequality has far-reaching implications for societies and their economies. Addressing this issue is a top priority for both the international community and developing nations. Given the significance of examining the status of the right to equal pay in both Iran and the international legal system, this study investigates the following question: "Are there suitable criteria for the right to equal pay in Iran's domestic law and the international legal system?" In providing an answer, legal documents and texts were consulted. The research findings suggest that the international legal system has made some progress in recognizing the right and establishing norms in this area; however, effective practical measures are necessary to achieve this equality. This right has been acknowledged in Iranian legislation through labor contract regulations and employment laws, and in certain instances, a guarantee of proper implementation has been established; however, deficiencies persist in this domain. Consequently, further endeavors appear imperative to advance the complete realization of this right. [ABSTRACT FROM AUTHOR]

This paper investigates the relationship between union organization, workplace representation, the quality of industrial relations and strike incidence, as well as the implications of the matters at stake in localized disputes. Strike incidence is found to be higher in establishments where union density is higher, and where workers are covered by mixed-level collective agreements and in flexible employment. Further, distrust is associated with increased strike incidence, and conversely for employee-focused strategies and heightened employee motivation. These results are robust to controls for possible endogeneity of union density and country (cluster) heterogeneity. In terms of outcomes, higher union density, works councils, profit sharing, and a machine/computer-driven work pace are associated with worker wins, while collective bargaining, firm profitability, and more frequent meetings with management are linked with more balanced agreements. [ABSTRACT FROM AUTHOR]

The article introduces the ongoing debate surrounding workers' rights, highlighting concerns about coercive employment contracts and their impact on workers' ability to quit, voice concerns, and seek legal recourse. It discusses the challenges faced by federal agencies in enforcing labor and employment protections, including inefficiencies and delays in administrative processes. It advocates for their proactive enforcement of state laws and protection of workers' rights.

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Copyright of Revista Româna de Dreptul Muncii is the property of Wolters Kluwer Romania and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Româna de Dreptul Muncii is the property of Wolters Kluwer Romania and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: There is growing scholarly interest in the use of penalty in employment contracts which reduce employees' pay if the employee's performance does not meet a pre-specified performance threshold. Prior accounting research has focused exclusively on the effect of penalty on employee performance. In this study, the authors extend earlier research by examining how penalty affects the employers' wage offers. Prior research suggests that employers' generous wage offers in employment contracts are normally translated as trust by employees who in turn reciprocate with higher effort. The authors present a theory that predicts penalty reduces employers' wage offers. Then, the authors propose unrestricted communication between employers and employees as a potential moderator for the negative effect of penalty on trust and reciprocity. Design/methodology/approach: The authors implement a controlled lab experiment with a 2 × 3 experimental design (Penalty: Present and Absent; and Communication: None, One-Way and Two-Way). Findings: The authors develop their predictions by utilizing insights from motivational-crowding and organizational communication theories. The authors hypothesize and find evidence that employers' ability to penalize employees can reduce employers' motivation to offer generous wages. As a result, reduced trust demotivates employees to provide high effort. However, the authors find that a two-way communication moderates the negative effect of penalties by restoring trust, thereby, increasing reciprocity. Finally, the authors find evidence that relationship-oriented messages explain the moderating effect of communication. Research limitations/implications: This study is subject to limitations inherent in all experimental studies. The decisions in the study experiment are less complex than those found in practice. Moreover, there are significantly higher costs and potential benefits to shirk on effort in practice. The authors encourage future research on other organizational features that would influence the generalizability of their theory and results. Nonetheless, this study makes an important contribution to the literature on trust, reciprocity, gift-exchange contracts, managerial controls and communication. Practical implications: This paper has several important implications for theory and practice. The authors show that the presence of penalty may not automatically result in increasing employees' effort level, contrary to traditional economic theory predictions. This effect is driven mainly by the crowding out effect of a penalty on employers' desire to signal trust. Therefore, the presence of an open communication channel may become an important tool to reverse the psychological effect of reduced trust when penalty is present. Therefore, the study's findings contribute to the trust–reciprocity literature on how management control system influences employers' and employees' behavior. These findings are especially germane given the trend in the workplace toward establishing open communication at different levels within the firm hierarchy. The study also contributes to the literature on trust–reciprocity as critical informal controls and social norms in accounting practices (Bicchieri, 2006; Stevens, 2019), shedding light on how firms may influence employees' reciprocity in management control practices and induce them to act in line with the firm's objectives by opening communication channels. Originality/value: Prior accounting research document that penalty in employment contracts increases employee performance due to loss aversion. The study, however, demonstrates that the positive effect of penalty is not sustained in a gift-exchange contract. Specifically, the study's experimental results provide evidence that the availability of penalties can psychologically change the way employers perceive their decisions on offering generous wages (i.e. trust) and consequently reduce employees' reciprocation of high effort levels. Yet, the authors propose a two-way communication as a restorative mechanism for the lost trust. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

The effect of Brexit is an important topic in European and British political agendas. In this study, we examine the effect of Brexit on the Portuguese labour market. We apply the synthetic control method to estimate how the number of UK citizens working in Portugal would have evolved if the Remain vote had won the referendum. Our results suggest that the Brexit referendum reduced the number of UK-dependent workers in Portugal, particularly in the case of non-university-educated, male individuals with temporary employment contracts. This reduction is explained by the decrease in the number of incomers. We also find that those UK citizens who were already working in Portugal before Brexit were more likely to continue working in the host country. [ABSTRACT FROM AUTHOR]

This study analyses the dynamics of registered firms after implementing a new law (2009) in the Brazilian labour market. The law proposed the electronic monitoring of working time to provide more efficiency and security by standardizing the equipment used for control and avoiding manipulation. As stricter monitoring may increase costs, this paper seeks to analyse whether there have been changes in the dynamics of firms adapting to the new regulation. There are two potential mechanisms as a reference: increasing wages and decreasing workers (or contracted hours), and increasing labour force and decreasing contracted hours per worker (and therefore the monthly wage). Using Brazilian employee–employer data and the difference‐in‐differences approach as an empirical strategy, our main findings suggest that firms that adapt to the new electronic workday control had a general reduction in the number of hours hired, an increase in wages for companies with 10–50 employees and a decrease in workplace accidents in firms with 50 or more employees. [ABSTRACT FROM AUTHOR]

It is analyzed and concretized from the participatory action on those rulings of the Constitutional Court, focused on highlighting the transversal introduction of due process in labor relations in the private sector, filling the gaps left by the labor law. To that extent, the labor disciplinary process must be structured from the characteristics, principles and purposes of the material and formal labor law, to ensure respect for the human dignity of workers. From the question, does due process have a cross-cutting effect on labor relations in the private sector? Understanding the reflexive analysis of due process as a phenomenon and circumstance of transversalization in labor contracts and private labor relations, from its transdisciplinarity between the disciplinary process and labor law. From the qualitative, transdisciplinary and transversalization approach, deductive, phenomenological and hermeneutic complex method, being explanatory and exploratory. It is corroborated that currently the due process is a dogmatic category within the national legal system that fulfills the ontological function of transversality, the pro homine principle of human dignity in private labor relations. It is a contribution in the labor relations of the private sector, which shows the need to constitutionalize the substantive labor code in relation to the disciplinary due process. [ABSTRACT FROM AUTHOR]

Prior to watching Netflix's hit show, Squid Game, I was proud to say that I was someone who was a true connoisseur of reality television. Like millions of Americans who tune in to their favorite "trash TV" show, I would always look forward to turning on my TV at the end of a long day, sitting back in my pajamas, and binge-watching my favorite reality television shows. And, unlike many viewers, I was not ashamed to say this was one of my favorite hobbies. However, after watching Squid Game, my passion for reality television also grew into a concern for the potential welfare of the various participants. Although the show is highly dramatized in its portrayal of the harm done to participants in a competition-based reality program, Squid Game provides a useful springboard for discussion to see what could possibly happen if we continue to allow executives and networks to do as they like (without regard for the welfare of their participants) . . . all for the sake of drawing in ratings and maintaining the attention of viewers. This article examines the multitude of potential legal issues involved in reality television show participation through an exploration of the various abuses done to both Squid Game and "real life" reality TV participants. Then, after evaluating the near unconscionability of real-life reality television arrangements, this Article will provide two solutions that could even out the playing field between networks/producers/executives and participants: (1) adoption of the Ofcom duty of care standard in reality television contracts that the UK implemented in December 2020 and (2) permitted unionization of reality television participants in order to ensure more effective bargaining. [ABSTRACT FROM AUTHOR]

In Bulgaria, according to the Institute for Market Economics, 16 economic centers have been defined, which form a large part of the national economy. The paper focuses on the economic centers located in the territory of the North Central Planning Region and the North Western Planning Region, emphasizing their role in revealing the potential for development of the rural areas within their scope. In this context, the specific features of their development have been analyzed and the possibilities for future development have been assessed in order to achieve the goals of sustainable development of the territory, to increase the living standards of the population, and to reduce the risk of poverty in rural areas. The study utilized statistical methods for analyzing dynamic trends, hypothesis testing, regression, and correlation analysis. It was found that the indicators for the municipalities within the economic centers are more favorable compared to those outside of them. The results of the analysis demonstrate that the presence of economic centers in the region has a statistically significant impact on indicators such as population, age dependency ratio, population density, average annual salary of employees under labor and service contracts, and unemployment rate. [ABSTRACT FROM AUTHOR]

Copyright of Romanian Review of Private Law / Revista Română de Drept Privat is the property of Universul Juridic Publishing House and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)