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Copyright of Acta Universitatis Lodziensis. Folia Luridica is the property of Wydawnictwo Uniwersytetu Lodzkiego 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 'black box issue' is one of the biggest problems with algorithmic management. The lack of transparency in the operation and decision-making of AI is of greatest concern to those whose data is being processed (including employees). Trade unions, as the organisations that most represent the interests of workers, can play a big role here; however, they need to be empowered. There is a lack of legislation at EU and Member State level to set norms for this issue; the only country that has already introduced such legislation is Spain. The draft Polish regulation refers to the Spanish solutions and seems to be very interesting. It introduces the possibility for trade unions to obtain data from an employer on the operation of AI in relation to the algorithmic management of employees. The authors present this regulation against the background of EU recommendations and previous Polish legislation on the employer's obligation to provide information. They also identify elements that need to be refined during the parliamentary process in order to make the regulation more effective in protecting workers' rights. [ABSTRACT FROM AUTHOR]

Background: The European Disability Strategy (2010-2020) seeks to significantly raise the proportion of people with disabilities working in the open labour market. The ERGO WORK project is a collaboration of academic and industrial partners in six European countries, focused on understanding and tackling barriers to workplace inclusion for workers with disabilities. Methods: This study sought to explore the perceptions and needs of stakeholders in terms of workplace adaptation to the needs of employees with disabilities. An exploratory online survey was completed by 480 participants across six countries. Results: The analysis suggests that workplaces could be further improved to meet the needs of employees with considerable scope for training within companies to raise awareness about employees' needs, employers' obligations and workplace adaptation. Conclusions: This snapshot suggests there is still a gap between intent and reality in workplace inclusion and further strategies are needed to improve the opportunities for employees with disabilities. The paper argues that ergonomics may have a key role to play in tackling these challenges and adapting the workplace environment and job design to suit the needs of individual employees. [ABSTRACT FROM AUTHOR]

Spain is a country with a high rate of road transport of such goods. Such a dangerous activity with inherent risks and so obvious to the people and to protecting the environment, did not yet have a comprehensive work that addressed the prevention of occupational hazards to which workers are exposed activity (driver and warehouse personnel loading and unloading); lagoon that is now filled with this work that makes a detailed study of the extensive regulations affecting this activity so cross. It also analyzes the mandatory training to perform this activity, the working time from the point of view of prevention of accidents and professional driver explains the responsibilities arising from regulatory breaches by the subjects involved in this sector so conflicted. The paper concludes on the need for the national legislature to enact a rule that, under the specifications of this activity in Spain, develop the Law on Prevention of Occupational Risks (Law 31/1995, of November 8). This book aims to contribute to this goal culminating legislative enactment of this standard to crystallize greater protection of safety and health for workers in the activity, [ABSTRACT FROM AUTHOR]

The aim of this paper is to calculate the market valuation of non-financial characteristics, namely, the social responsibility criteria (social, ethical and environmental) included in the Spanish Socially Responsible Investment Funds. The hedonic price method is applied for this purpose. This method relates the price of Socially Responsible Investment Funds with both financial and social responsibility characteristics. Because of the large number of social responsibility characteristics included in these funds, prior to application of the hedonic price method, the principal components factor analysis technique is used. The data are taken from the prospectus for each fund and from the data provided by the National Securities Market Commission. Results indicate that the Spanish market is sensitive to the social responsibility practices of companies. In particular, the market value practices related to environmental sustainability, the enforcement of labour rights, sustainable production and consumption and non-abusive market practices. [ABSTRACT FROM AUTHOR]

Paid domestic workers are commonly excluded from general labor laws across the globe. This article unpacks the ideological structure underlying the legitimation of this widespread exclusion and how it is shifting. I examine transcripts of official debates in the International Labour Organization 1919–2014 and in Spain 1978–2018 that deal with how paid domestic work is treated in general labor regulations. I show that justifications for limiting domestic workers' labor rights have shifted from using the separate spheres framework to leveraging notions of racialized hierarchies of skill that perpetuate the devaluation of domestic work despite offering greater recognition of labor rights. [ABSTRACT FROM AUTHOR]

This history of Cold War-era migration policy compares two emblematic guestworker programs that recruited several million Mexican and Spanish migrants to labor in the United States and Germany. Proponents of the bilateral accords defended them as diplomatic achievements that secured contractual labor rights, improved foreign relations, and sent migrants home with savings and skills to achieve the diverse development goals of the sending states. The study traces the programs' historical and ideological roots, juxtaposes the guestworkers' experiences, and uses the cases of Mexican braceros and Spanish gastarbeiter to explore the contested nexus between migration and development. [ABSTRACT FROM AUTHOR]

After advocating flexibilisation of non-standard work contracts for many years, some European and international institutions and several policy makers now indicate the standard employment relationship and its regulation as a cause of segmentation between the labour market of ‘protected’ insiders, employed under permanent contracts with effective protection against unfair dismissal, and the market of the ‘non-protected’ outsiders, working with non-standard contracts. Reforms of employment legislation are therefore being promoted and approved in different countries, supposedly aiming to balance the legal protection afforded to standard and non-standard workers. This article firstly argues that this approach is flawed as it oversimplifies reasons for segmentation and concentrates on an ‘insider–outsider’ discourse that cannot easily be transplanted into continental Europe. After reviewing current legislative changes in Italy, Spain and Portugal, I argue that lawmakers have focused on ‘deregulation’ rather than ‘balancing protection’ when approving recent reforms. I question the mainstream approach to segmentation and some of its derivative proposals, such as calls to introduce a ‘single permanent contract’, on the grounds that they neglect the essential role of job protection in underpinning the effectiveness of fundamental and constitutional rights at the workplace. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Fomento Social is the property of ETEA 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 Journal of Iberian & Latin American Research is the property of Routledge 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.)

This interview examines Telefónica's projects and efforts in the area of corporate social responsibility. Telefónica is one of the world's largest multinational firms in the telecommunications sector. It is present in 25 countries, serves more than 260 million customers, and employs a staff of approximately 285,000 professionals. The company is still advancing and finding new opportunities to increase its capacity to innovate, improving ways of doing business, enhancing customer satisfaction, and helping educate customers. In this interview, Oscar Maraver (managing director of the human resources area), Jose Buqueras Dobato (director of HR planning), and Alberto Andreu Panillos (director of corporate reputation and identity and environmental affairs) explain and share their vision of policies developed both internally with employees and externally with customers. Their approach includes a strong emphasis on corporate social responsibility. [ABSTRACT FROM AUTHOR]

The objective of this study is to examine the effect of downsizing on corporate performance, considering a sample of manufacturing firms drawn from the Spanish Survey of Business Strategies for the 1993–2005 period. No significant difference in post-downsizing performance arises between companies that downsize and those that do not. Likewise, we find that substantial workforce reductions through collective layoffs do not lead to improved performance levels either. Downsizing may not, therefore, be a way for managers to enhance performance. This is particularly true of Spain, where the labour market is characterised by the ring-fencing of employees' rights and substantial severance costs. [ABSTRACT FROM PUBLISHER]

Copyright of Papers: Revista de Sociologia is the property of Universitat Autonoma de Barcelona 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.)