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The paper aims to provide theoretical insights and explore the comparative legal practice of approaching mental health and well-being at the workplace by applying legal normative and comparative methods in a digitalized world of work. In this regard, subordination vs autonomy needs to be considered as a starting theoretical point accompanied by an overview of comparative legal approaches that have recently introduced some novel legal mechanisms, such as the right to disconnect to deal better with the exercise of fundamental labor rights. Additionally, introducing a psychosocial risk management model in occupational health and safety could significantly improve workers’ mental health and well-being in the digital age. Therefore, the proactive, holistic, and integrated approach to workers’ rights and status in the digital environment must be analyzed by exploring the bounding point between organizational management views on the subject and labor law standpoints. [ABSTRACT FROM AUTHOR]

The European Works Council (EWC) Directive provides the establishment of a social partnership forum within Multinational Companies (MNCs). The directive gives employees the right to information and consultation with the supra-national group management. The aim of this concept paper is to contribute to the debate on the Europeanization of Industrial Relations (IR) in the European Union. Specifically, it assesses the influence that EWCs, a novel institution within certain Euro-companies, have on the convergence of industrial relations among the member states. This critical topic can be evaluated from the standpoint of the current theory and its practical implications in order to draw the perspectives for a European system of IR both within MNCs and the rest of the companies. Our conclusions indicate that EWCs contribute to Europeanization in several aspects of employee relations, although this contribution has been limited to those issues that are wished for by the MNCs. [ABSTRACT FROM AUTHOR]

This paper analyzes the dynamic asymmetric effects of digitization on domestic inflation for a sample of 54 advanced economies (AEs) and emerging markets (EMs) over the period 2004–2018. Using Katz and Calorda's Digital Ecosystem Development Index and employing the system Generalized Method of Moments (GMM) estimation methodology, the results of the paper reveal that the improvement in digitization has a statistically significant nonlinear deflationary effect with an exact threshold level of 43.22 points, that is, that the marginal effect of the digital penetration is larger when its level is lower than the threshold level. For EMs, with a level of digitization below the average of our full sample, policymakers must continue to invest in and expand on their digital ecosystem until the threshold level is achieved. Our results show that investment in human capital and improvement in governance can reinforce these deflationary effects. Hence, to obtain the maximum positive impact of increasing digitization on domestic inflation, EM governments should focus on maximizing school enrollment, controlling corruption, establishing rule of law, protecting the right to freedom of opinion and expression, and implementing accountability measures. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Economia e Sociologia Rural is the property of Sociedade Brasileira de Economia e Sociologia Rural 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.)

In an international social rights debate disproportionately focused on English-speaking countries, redundant emphasis has been placed on justiciability. While constitutionalization does challenge stable relations between powers, especially in the post-colonial and developing world, solid insights for a workable interpretative method can be derived from continental Europe, where the difficulties typically associated with justiciability have long been settled. The constitutions of Italy, Germany, and Portugal take socioeconomic democracy seriously, tempering socialist claims and refuting libertarian stances, and have managed to spur a legitimate judicial increment of substantive equality. Through a threefold comparison, this paper describes the peculiarities of these fundamental texts across the spectrum of possible constitutional design choices, and draws from comparative constitutional caselaw to highlight a cross-national convergence on a set of interpretative standards. These blend together a strong safeguard of legislative discretion with justiciable minimal guarantees, and a value-assertive orientation of balancing coextensive with the integrationist function of constitutionalized social and economic rights. [ABSTRACT FROM AUTHOR]

In the past 10 years at least, not only that human resource specialists have been challenged to upskill and re-skill themselves to stay relevant in a world dominated by technology, but they are in the driver's seat for selecting the right technology for employees and leadership, for managing large scale implementations and integrations, managing vendors, with the objective to keep the workforce engaged. Technology development disrupted traditional thinking, changed consumer behavior, and led to what we could call systemic malfunctions – the rapid development of technology gave no time to human resource specialists to acquire expertise in data analytics, information technology, user behavior, etc. – which translated into watermelon effect: metrics look good, but reality feels different. This study aims to add one more perspective in evaluating human resource technology performance, showing that we are measuring mostly service efficiency instead of measuring employee and business impact and outcomes. The methodology used in this study is Action-Research, mainly because is mostly aligned with Agile philosophy and business operating models. The existent literature is rich in proposing new ways to keep technology users engaged, and delighted, however, is not provide practical and relevant guidelines on how to measure their perception over the holistic experience mediated by technology. Outdated key performance indicators are no longer capable of driving further innovation, setting the stage for failure in keeping employees engaged. Furthermore, we believe that now more than ever before it’s time for consultants to play the role of service aggregators, to bring together technology, processes, and service providers, to unify the experience of employees. [ABSTRACT FROM AUTHOR]

Copyright of Sociologija/Sociology: Journal of Sociology, Social Psychology & Social Anthropology is the property of MOD International 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 Opuntia Brava is the property of Universidad de Ciencias Pedagogicas de Las Tunas, Centro de Documentacion e Informacion Pedagogica 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.)

While ESG thrives, labor rights are being left behind. Environmental, social, and governance standards largely ignore workers' rights to organize a union. American labor law has not kept pace with the technology that enables employers to engage in old-school and modern union-busting. Companies like Starbucks, Amazon, and Apple trimipet sustainability while using intimidation, surveillance, and coercion to quash their employees' attempts to unionize. As the SEC and EU begin to mandate workforce-related disclosures for publicly traded companies, it's time to revise ESG standards to prioritize sustainable labor rights. This paper is the first to propose changes to the ESG regime to fill critical gaps in legal protections for union organizing. [ABSTRACT FROM AUTHOR]

This paper aims to describe an experiential learning activity designed to sensitize students to the prevalence and challenges of disclosing invisible disabilities in the workplace. It provides an impactful learning experience about a widespread phenomenon that receives little attention in textbooks. The exercise assigns a hidden disability to some participants who interact with others who act as trusted friends. The interactions help participants develop their ability to interact sensitively with those who may have hidden disabilities. They explore the advantages and disadvantages of disclosing hidden disabilities at work. Guiding questions help focus deliberations during which participants consider the influence of their assigned role. A plenary discussion follows where students share the outcomes of the simulation. Debriefing questions and suggested answers help instructors deepen student learning on the topic. A follow-up assignment allows participants to summarize personal learning about the subject and solidify the learning outcomes. Most workers with nonapparent disabilities hide them, although disclosing them may help their employers provide helpful accommodations. This learning activity helps increase awareness and understanding of hidden disabilities in work settings and supports learning about disclosing and accommodating disabilities in the workplace. Instructors can use the activity to support understanding of employee rights, equity and accommodations in large or small classes, in-person or online, synchronously or asynchronously. [ABSTRACT FROM AUTHOR]

Introduction: The Coase Theorem posits that frictionless markets efficiently allocate scarce resources as long as property rights are fully specified. Our empirical study investigates how the initial allocation of labor-related property rights influences the allocative efficiency in labor markets for skilled workers within a highly competitive environment--professional basketball. Specifically, we compare two regimes: one where employers can trade workers to other employers without the worker's consent, and another where workers are free agents, able to negotiate and move freely without their employer's consent. Methods: We utilize the NBA as a "laboratory" to conduct our analysis, constructing a unique panel dataset that includes 3,132 player-season observations spanning 17 regular seasons from 2003/04 to 2019/20. To address our research question, we employ linear panel regression models to analyze the data. Results and discussion: The findings reveal a decline in productivity among workers who transition to new employers as free agents, a phenomenon not observed among non-free agents. This observation suggests that allocative efficiency might be higher when workers are traded without their consent compared to when they exercise their autonomy as free agents. These findings highlight the significant impact that the initial distribution of labor-related property rights has on labor market efficiency, potentially challenging the assumptions of the Coase Theorem. However, the lack of a statistically significant difference in productivity changes between free agents and non-free agents moving to new employers prevents us from definitively rejecting the predictions of the Coase Theorem. [ABSTRACT FROM AUTHOR]

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]

The editorial article of the Gender Studies Journal, La Ventana, highlights the large number of articles received for its call for papers on "Gender and Inclusion," which resulted in this second volume under the same theme. The contributors address various questions related to private care spaces, public policies, healthcare, rights activism, collective organization, and inclusion in university spaces. Issues such as the lack of labor rights for migrant women, the lack of healthcare rights for people with autoimmune diseases, and care management in Latin American countries are identified. The main purpose of inclusion is to identify and eliminate barriers that limit dignified and free participation in everyday life. The articles in this volume contribute to the conversation on gender, disabilities, migrants, diversity, care, and minorities, giving voice to those who resist in a little-known and supported struggle. [Extracted from the article]

Copyright of Selcuk Law Review / Selçuk Üniversitesi Hukuk Fakültesi Dergisi is the property of Selcuk 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.)

Background: The level of nurses' job performance has always been of great concern, which not only represents the level of nursing service quality but is also closely related to patients' treatment and prognosis. The aim of this study was to analyze the relationship between perceived organizational justice and job performance and to explore the mediating role of organizational climate and job embeddedness among young Chinese nurses. Methods: A cross-sectional survey of 1136 young nurses was conducted between March and May 2023 using convenience sampling. Data were collected using the Job Performance Scale, Organizational Justice Assessment Scale, Nursing Organizational Climate Scale, and Job Embeddedness Scale, and the resulting data were analyzed using SPSS 25.0 and AMOS 26.0. Results: There was a significant positive correlation between job performance and perceived organizational justice (r = 0.477, p < 0.01), organizational climate (r = 0.500, p < 0.01), and job embeddedness (r = 0.476, p < 0.01). Organizational climate and job embeddedness acted as chain mediators between perceived organizational justice and job performance. The total effect of perceived organizational justice on job performance (β = 0.513) consisted of a direct effect (β = 0.311) as well as an indirect effect (β = 0.202) mediated through organizational climate and job embeddedness, with the mediating effect accounting for 39.38% of the total effect. Conclusions: Organizational climate and job embeddedness play a chain mediating role between perceived organizational justice and job performance, so hospital managers should pay attention to the level of perceived organizational justice among young nurses, and develop a series of targeted measures to improve their job performance using organizational climate and job embeddedness as entry points. [ABSTRACT FROM AUTHOR]

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.)

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.)

This Article demonstrates for the first time how civil servants check and restrain presidential power through collective bargaining. The executive branch is typically depicted as a top-down hierarchy. The President, as chief executive, issues policy directives, and the tenured bureaucracy of civil servants below him follow them. This presumed top-down structure shapes many influential critiques of the modern administrative state. Proponents of a strong President decry civil servants as an unelected "deep state" usurping popular will. Skeptics of presidential power fear the growth of an imperial presidency, held in check by an impartial bureaucracy. Federal sector labor rights, which play an increasingly central role in structuring the modern executive branch, complicate each of these critiques. Under federal law, civil servants have the right to enter into binding contracts with administrative agencies governing the conditions of their employment. These agreements restrain and reshape the President's power to manage the federal bureaucracy and impact nearly every area of executive branch policymaking, from how administrative law judges decide cases to how immigration agents and prison guards enforce federal law. Bureaucratic power arrangements are neither imposed from above by an "imperial" presidency nor subverted from below by an "unaccountable" bureaucracy. Rather, the President and the civil service bargain over the contours of executive authority and litigate their disputes before arbitrators and courts. Bargaining thus encourages a form of government-wide civil servant "resistance" that is legalistic rather than lawless, and highly structured and transparent rather than opaque and inchoate. [ABSTRACT FROM AUTHOR]

The political landscape in South Africa is based on mainstream politics, and employees’ as an important machinery for productivity are guaranteed by the Constitution of the Republic of South Africa to form their trade union movements. The Labour Relations Act also recognises that such trade union movements are an important organised structure that enables employer and employee engagements for protecting the rights of both the employees and the employers. It remains a concern whether the trade union movements are still relevant to publicly and collectively support the mainstream political landscape. Additionally, whether this does not create any conflict in cases where their class contradictions occur. This is observed taking repulsive shape regularly given the neoliberal macroeconomic policy framework that the government is usually taking, which is perceived to have little liberty for workers. This study considers a long-standing ideological relation that exists through the ruling party, the African National Congress (ANC), South African Communist Party (SACP), and Congress of South African Trade Unions (COSATU). The above remains a classical case for evaluating times that have evolved from the struggle to defeat apartheid and the relevance of such relations after the three (3) decades of democracy. The study intends to conceptualise the historic evolution of trade union movement in South Africa and the struggle for liberation, political contestations and ideological clashes, policy perspective, negation of the negation as an entrenched basis for class exploitation. These concepts are used to frame a conceptual qualitative study that reviews complex literature. The study concludes that the publicly and collective support of trade union movement is problematic at this shape. It is recommended that a collective accountability and regular engagements to shape each transition of the alliance is a necessary panacea for managing constantly political interests that threatens unity in the tripartite alliance. This invokes a possible future study on modelling human capital governance in South Africa. [ABSTRACT FROM AUTHOR]

Copyright of Estudios Socio-Jurídicos is the property of Colegio Mayor de Nuestra Senora del Rosario 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 article analyzes the impact of labor laws and workplace surveillance on workforce across U.S. states due to the rise of remote work during the COVID-19 pandemic and argues for better worker protections. Topics discussed include COVID-19 sick and vaccine leave laws, technological surveillance of employees post-COVID, detrimental workplace trends that will affect future workplace environments, and effect of workplace policies exacerbated by the pandemic on labor rights and bargaining.

Purpose: Firms are accountable for upholding worker rights and well-being in their supply base. The authors unpack the evolution in lead firm thinking and practice about how to assure labor conditions at suppliers. Design/methodology/approach: The authors conducted interviews with the social sustainability leaders at 22 global corporations ("lead firms") and their sustainability consultants to understand how they think about, and enact efforts, to support labor in their supply base. The authors complement this with an analysis of stated practice in proprietary supplier codes of conduct for the manufacturing and extractive-related firms in the S&P 500 and FTSE 350. Findings: The authors' interviews suggest firms follow two distinct and cumulative approaches: a transactional-based approach leveraging collective buyer power to enforce supplier compliance and a relational-based approach focused on mutual capacity building between lead (buyer) firms and their suppliers. The authors also see the emergence, in a small subset of firms, of a bottom-up approach that recognizes supplier workers as rights-holders and empowers them to understand and claim their rights. Originality/value: The authors identify systematic convergence in supplier codes of conduct. While the transactional and relational approaches are well documented in the supply chain social sustainability literature, the rights-holder approach is not. Its emergence presents an important complement to the other approaches and enables a broader recognition of human rights, and the duty of Western firms to assure those rights. [ABSTRACT FROM AUTHOR]

Copyright of Estudios Internacionales is the property of Instituto de Estudios Internacionales de la Universidad de Chile 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 article discusses the Digital Platform Workers' Rights Act 2022 in Canada and its impact on platform workers. It highlights the growth of platform work in Canada and the need for regulation to protect the rights of platform workers. The Act establishes rights for platform workers and addresses issues related to their classification and working conditions. However, there are concerns about the effectiveness of the Act, particularly regarding data transparency, determinacy, and the substance of the rights outlined. The article also acknowledges the challenges and complexities surrounding the classification of platform workers and the need for further research to understand their experiences. Overall, the Act is seen as a step in the right direction, but its effectiveness depends on the development of appropriate infrastructure for asserting claims and resolving disputes. [Extracted from the article]

Copyright of Justicia (0124-7441) is the property of Universidad Simon Bolivar 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.)

Balancing workers' statutory rights against employers' interests is the heart of labor law. But balancing--or employers' interests, for that matter--is nowhere to be found in the text of our labor statutes. Yet courts and the National Labor Relations Board routinely grind down workers' rights against this loose legal premise. Balancing is the meta-doctrine that stripped workers of their statutory rights to strike, picket, access information, and act concertedly, among others. Balancing inherently dilutes statutory rights. Yet it is practiced and preached by employers and unions, Republicans and Democrats, conservatives and liberals. This consensus is devastating. It weakens an already frail agency, channels legal professionals' biases into doctrine, and encourages employers to break workers' concerted activities using the courts' eagerness for balance. Balancing legal rights leads to an imbalanced economy. Continuing to engage in balancing labor law rights with the hope of achieving any other outcomes is, well, for suckers. There are alternatives to balancing. In other legal contexts, we rarely balance statutory rights with unenumerated interests, even if those are employers' interests. We don't balance workers' rights to a minimum wage or overtime pay with employers' legitimate business interests. We don't balance workers' right to take leave, unemployment insurance eligibility, or workers' compensation either. Here, textualism can serve labor advocates as a doctrinal path of salvaging labor law. It might be that balancing power, not interests, is labor law's goal. For that purpose, I offer a different read of our labor laws that aims to produce a balanced bargaining power between employers like Tesla, Amazon, Starbucks, or Apple and their workers. [ABSTRACT FROM AUTHOR]