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This paper argues that Ontario should learn from France and grant non-union workers the statutory right to collective expression and the statutory right to strike. Currently, non-union workers in Ontario cannot meaningfully express their collective voice in the workplace. This is despite the Supreme Court of Canada recognizing that freedom of association under section 2(d) of the Charter protects the right to make collective representations in the workplace, engage in a meaningful process of collective bargaining, and go on strike. This paper calls this dilemma the "freedom of association deficit." In France, all workers have a statutory right to collective expression at work. Additionally, French non-union workers can strike without repercussions from their employer. This paper argues that Ontario should extend a statutory right of collective expression to non-union workers. Further, Ontario should grant non-union workers a statutory right to collectively withdraw their labour if they cannot achieve their goals through expression alone. This paper proposes how Ontario could implement these French rights as incrementally as possible. The result would be a greater collective voice for non-union workers and a shrinking of the freedom of association deficit. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the current quality of work-life (QWL) situation and the effectiveness of labor laws for promoting QWL in the context of Nepalese workplaces. Design/methodology/approach: It uses a descriptive-interpretative-qualitative approach to analyze the responses. Information is gathered through discussions with 85 higher- and middle-level managers of large and medium-sized organizations. Findings: The majority of Nepalese organizations accept safe and healthy working conditions, social relevance of work-life, social integration in the work organization, and work and total life space as the key aspects of QWL. They have become even more critical as a result of the COVID-19 pandemic. However, they face challenges in providing employees with opportunities for continued growth and security, immediate opportunity to use and develop human capacities, adequate and fair compensation and constitutionalism in the work organization. QWL-related provisions in Labour Act, 2017, play a vital role in promoting the QWL situation. The QWL programs offer many benefits to employees' private and working lives. The lack of such programs would undoubtedly have negative consequences for Nepalese companies. Compliance with labor laws will promote a better QWL situation at Nepalese workplaces. Research limitations/implications: Only managerial perspectives are considered for examining the current situation of QWL and the effectiveness of QWL-related provisions of the Labour Act, 2017. It excludes the views of union leaders. Practical implications: This paper indicates that labor laws' QWL-related provisions are effective. It also provides several policy measures for promoting a better QWL in Nepalese workplaces. Originality/value: This study presents QWL-related legal provisions and the actual situation at the workplaces of Nepal. It also presents the key aspects of QWL in the context of Nepal. [ABSTRACT FROM AUTHOR]

Prior literature finds senior executives can influence auditor decision making. However, few studies have discussed the impact of employee's personal characteristics. Our research aims to fill the above research gaps by examining the impact of employee level education on audit costs. Taking A-share listed companies in Shanghai and Shenzhen from 2006 to 2021 as the research object, this paper examines the impact of employee education on audit fees. It is found that highly educated employees can effectively reduce the audit fees borne by the company, but the implementation of the Labor Protection Law weakens this inhibitory effect. In the case of low marketization level and weak Confucian culture intensity, employee education level has a more significant inhibitory effect on audit fees of listed companies. This study provides a basis for empirical research on the impact of employee attributes on auditor decision making, provides a new research perspective on the impact of labor protection law at the corporate micro level, and enriches the theoretical research on corporate governance rooted in traditional Chinese culture. We contribute to the practice that implications for evaluating the effectiveness of adopting labor protection. [ABSTRACT FROM AUTHOR]

This scientific paper delves into the notable shift in Slovak labor law, which has departed from its historically strong emphasis on safeguarding the rights of employees, traditionally seen as the weaker party in labor relations. Until recently, this emphasis served as a substantial barrier against the globalizing and standardizing influences of employers. The paper identifies two key factors driving recent legislative "reforms" in Slovakia's labor regulation. These changes are rooted in the transposition of European labor law directives while also embracing a more liberal political perspective regarding the nature of labor relations. This shift involves moving away from rigid employee protection and adopting the concept of "increased flexibility" in employee work as a remedy for addressing the post-Covid-19 economic challenges. The previous emphasis on employee or employee representative involvement in defining working conditions, wages, and important employer decisions regarding work organization has shifted. This shift allows employers to act unilaterally, contingent on fulfilling new information obligations towards employees. However, the recent labor law reforms run counter to this historical legal tradition. Taking into account the wage levels in the Slovak Republic compared to the majority of other European Union member states, these reforms establish an unsettling level of labor law protection pro futuro of Slovak employees. [ABSTRACT FROM AUTHOR]

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]

Digitally enabled firms such as Alphabet, Amazon, and Meta achieved rapid growth in part through business model innovations that challenged the existing norms and regulations of the markets they entered. Research has explored aspects of their norm-breaking behavior—for example, getting users to behave differently, or offering free services to forestall competitors. I focus on their tactics for getting through or around regulatory infrastructure designed to protect consumers and other stakeholders. Specifically, I examine the relationship between large digital firms and three sets of institutional structures—competition policy, employment law, and individual property rights. I identify three tactics firms have used to overcome potential resistance: some have finessed regulations by identifying gaps and inconsistencies they could take advantage of, some have sidestepped regulations by arguing that those regulations do not apply to their situation, and others have nullified those rules by denying their existence altogether. I discuss regulatory responses to these tactics, from providing a free pass on one extreme, to doubling down on existing rules on the other extreme, and negotiating a new set of rules in themiddle. I concludewith thoughts on the role of institutional innovation in fostering economic development in the context of digital innovation. [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.)

This paper focuses on how Spain's labour and employment law is dealing with technological disruption and, particularly, with algorithm management, looking for a harmonious equilibrium between traditional structures and profound changes. It pays special attention to the different actors affected and the most recent normative changes. [ABSTRACT FROM AUTHOR]

This paper focuses on how Spain's labour and employment law is dealing with technological disruption and, particularly, with algorithm management, looking for a harmonious equilibrium between traditional structures and profound changes. It pays special attention to the different actors affected and the most recent normative changes. [ABSTRACT FROM AUTHOR]

Copyright of Revista Crítica de Relaciones de Trabajo, Laborum is the property of Ediciones Laborum S.L. 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.)

The UK enacted its first legal measure to address gender pay inequity, the Equal Pay Act 1970, more than 50 years ago. Yet, in 2021, the gender pay gap (GPG) still stood at 15.4%. Departing from the remedial and individual approach that characterises equal pay legislation, the 2017 Gender Pay Gap Information Regulations (the Regulations) require private and voluntary sector organisations with 250+ employees to annually publish pay data broken down by gender. The long-term aspiration of the Regulations is to contribute to closing the GPG within a generation. It is also hoped that they will encourage the public disclosure of pay data and changes in workplace policies to reduce organisational GPGs (immediate aims) and improve employers' accountability (underlying aim). This paper considers whether the Regulations have what it takes to meet those immediate and underlying aims. Our assessment framework is built on the premise that for public disclosure to be useful and for employers to tackle the causes of the GPG, the information reported must be of sufficient quality, meaningful and relevant. The paper draws on both doctrinal analysis and empirical data reported by FTSE 100 Index companies to assess the Regulations and determine whether they hold the potential to meet those aims. [ABSTRACT FROM AUTHOR]

This paper focuses on the legal effects triggered by the revocation of pension decisions over the employment relations, with a special emphasis on the case where the employer ascertains the termination of employment as a result of the employees’ decision to retire. First, we perform a critical analysis of the Decision No 54/2022 rendered by the High Court of Cassation and Justice, where the Court basically ruled that the rejection of a request to benefit from old age pension with the reduction of the standard retirement age during a review process triggers the application of the Civil Code rules on the effects of nullity in what concerns the employers’ decision ascertaining the termination of employment by operation of law under Article 56 (2) and Article 56 (1) c) of the Labour Code. Concretely, we argue that the ruling rendered by the High Court of Cassation and Justice ignores the legal requirements concerning the revocation of administrative acts, namely for these acts not to have entered the civil circuit, as a well the particularities of employment relations, which are incompatible with a tale quale application of the civil nullity principles. Secondly, the study concentrates on the elaboration of de lege ferenda proposals aimed at clarifying the legal regime applicable to employment relations in case where the act based on which the termination of employment is ascertained is annulled. [ABSTRACT FROM AUTHOR]

This paper aims to reveal the nature, specifics and limits of application of one of the legal grounds for termination of employment relationships established in the labour law of the Republic of Lithu ania – termination of the employment contract at the employer's will. The analysis tests the hypothesis that the goal of increasing flexibility by simplifying the termination of employment relations, which was set at the initiation of the reform of the legal regulation, was not achieved. The presumption is put forward that this ground for terminating the employment contract is neither new nor safely applicable, and the benefits of relatively simplified procedural requirements do not outweigh increased financial burden. To reveal the impact of statutory amendments in question on the regulation of termination of employment relations in Lithuania, the historical background and the impact of obligations established in international documents on it are assessed, key indicators (such as legal grounds, procedural requirements, burden of proof and order of its distribution, etc.) are identified, and the relevant case law is examined. [ABSTRACT FROM AUTHOR]

In situations where the fundamental human right to work is threatened by unlawful termination of employment, i.e., if the termination of employment occurs contrary to the provisions of the Labor Law or another special law, the employee achieves protection through the court in a procedure which is regulated by the Civil Procedure Law. In the paper, the authors deal with the peculiarities of the litigation procedure for protection against unlawful termination of employment, but also with the normative solutions and legal consequences of unlawful termination of employment that occur for the employer. [ABSTRACT FROM AUTHOR]

Copyright of e-Revista Internacional de la Protección Social is the property of e-Revista Internacional de la Proteccion Social 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 Crítica de Relaciones de Trabajo, Laborum is the property of Ediciones Laborum S.L. 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]

Copyright of Revista Jurídica (0103-3506) is the property of Revista Juridica 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.)

A prevailing focus of global value chain (GVC) analysis has been on the dominance of highly consolidated Northern retailers over suppliers in the global South. The rise of regional and domestic value chains (RVCs/DVCs) within the Global South which intersect with GVCs, has been found to involve private governance by Southern lead firms. However, we have limited insight into the implications of this changing value chain context for the role of public governance, or different groups of workers. South African fruit provides a rich example of rapid shifts in RVCs/DVCs governed by different private and public actors. The following two questions are addressed: How is the public–private governance of labour standards evolving in the context of RVCs and DVCs that intersect with GVCs? What are the implications for workers operating across different value chains? Conceptually, the paper draws on GVC analysis of governance and power, to examine the governance of labour standards across intersecting value chains. Our analysis highlights the intentional and unintentional mechanisms through which power and standard-setting are diffused away from Northern lead firms to a wider array of public and private actors operating across RVCs/DVCs. While existing analysis of governance and power focuses on singular GVCs, our study highlights diffusion of power across intersecting value chains, with significant and uneven implications for the public–private governance of labour standards. Our findings carry significant ethical implications for the governance of labour standards, as end-markets continue to shift South. [ABSTRACT FROM AUTHOR]

Immigrants are vital to agricultural production in the United States, and nearly half the crop workforce is unauthorized. Previous attempts to reform the immigration system have not successfully legalized the farm workforce or caused substantive rise in farmworker incomes. Current proposed legislation would legalize unauthorized farmworkers, streamline the H‐2A agricultural guest worker program, and provide a pathway to citizenship for H‐2A workers while simultaneously requiring agricultural employers to check the immigration status of workers using E‐Verify. This paper discusses proposed farm labor legislation in the context of current farm labor market conditions, outcomes of historical farm labor and immigration policies, and ongoing immigration trends. [ABSTRACT FROM AUTHOR]

This paper aims to understand the changing dynamics of internal labour market segmentation intertwined with the history of working-class struggle in an industrial belt in India's National Capital Region (NCR). Nuances of workers' class struggle in the automobile sector in Delhi-NCR over the last 15 years have shown that unity between permanent and contract workers was key to several successful struggles against worsening work conditions and management control within the global value chains of automobile production. Our fieldwork findings, along with direct and indirect political engagement in the region, reveal that increasing salaries and allotment of supervisory roles to small sections of permanent workers, coupled with the simultaneous fragmentation a lower strata of workers into multiple categories with very low salaries, benefits and heavy workloads, have been significant attempts by capital to break class solidarity among different sections of workers. Relatively pro-labour legislation and trade unions tend to concentrate in high-wage zones, while low-wage and precarious employment remains unprotected by such institutional mechanisms. Labour segmentation is inherent to capitalist exploitation, guarded by institutional mechanisms. Advanced mechanisation reduces distinction of skill requirements between highly paid permanent and lowly paid contract workers. In this context, labour segmentation is a political response to trade unionism from the side of capitalist management. [ABSTRACT FROM AUTHOR]

Women laborers form an important part of the labor workforce in India; however, not all are recognized, not many are protected, and very few are treated equally to men. The Equal Remuneration Act of 1976 clearly states that persons doing "same work or work of a similar nature" are not to be discriminated against on the ground of gender. The Factories Act of 1948 has special provisions for women workers pertaining to washrooms, changing rooms, creches, and work hours. The Maternity Benefit Act of 1961 entitles a woman, inter alia, to twenty-six weeks of paid maternity relief. The protection given to women under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013 is also of vital importance for women workers in India. The laws prima-facie seem to be protecting the rights of women workers, but a deeper analysis of their effectiveness is required to take the concerns of women into account. It is to be noted that one of the areas of concern is the amount of unpaid labor put in by women in Indian households and home industries, which remains unrecognized. This paper offers a feminist analysis of labor legislation affecting women laborers in India from the perspective of women and their rights. Also analyzed are the various schemes of the Government of India pertaining to welfare and empowerment of women, various international instruments, and international labor standards. The research methodology used is a combination of analytical and critical research. Pay parity and equality in opportunity, recruitment, promotion, transfer, and facilities at the workplace are a few pertinent steps towards the amelioration of the conditions of women laborers in the country. The ultimate goal is to address the issues which need to be resolved for women workers to exercise their rights at par with the other labor categories. These issues are significant and have far-reaching implications. This research has found that the Indian legal framework with respect to protection of rights of women laborers is quite progressive and in tandem with the changing needs and requirements of the time. However, the implementation of these schemes in true letter and spirit is the real challenge that lies ahead. [ABSTRACT FROM AUTHOR]

This paper provides an analysis of the complex global reproduction networks driving the rapidly expanding cross-border surrogacy industry in Asia's reproductive bioeconomy. It sheds light on the unique features of informal surrogacy networks, notable for their flexible business ties and non-standardized surrogate mother recruitment. These factors contribute to heightened vulnerability for surrogate mothers operating within these networks. While previous literature has underscored the merits of labor law in regulating the surrogacy industry, its application in informal cross-border surrogacy remains under-examined. To address this gap, this research delves into innovative labor law strategies with potential to better regulate the surrogacy sector. Drawing inspiration from progressive labor regulations and supply chain strategies in Bulgaria and Australia, the proposed model aims to redefine the traditional employment relationship. This shift is aimed at bolstering protection for surrogate mothers and enforcing accountability throughout the surrogacy business network. The model further advocates for a collective framework that fosters collaboration and mandates the documentation and registration of surrogacy contracts. Moreover, it underscores the critical significance of international collaboration in bridging regulatory gaps and distributing accountability across consumer and supply states. [ABSTRACT FROM AUTHOR]

In many countries, the structure of wages and the labor law legislation are completely different for public and private sector employees. In this paper, we develop a general equilibrium overlapping generations model to study the effect of such differences on household savings and labor supply. To conduct our analysis, first we use microdata from two Brazilian household surveys to document that civil servants save and work significantly less than their counterparts in the private sector. Second, we use matched employer–employee microdata from Brazil (RAIS) to document differences between the two sectors in terms of wage and unemployment risk. Then, we calibrate the model to be consistent with micro and macro evidence for Brazil. Our counterfactual exercises show that differences in wages characteristics and labor law legislation account for nearly 70% of the gap in savings between civil servants and private sector workers, and 57% of the gap in labor supply. In addition, we find that eliminating those differences can produce sizable increase on aggregate savings, employment, and welfare. [ABSTRACT FROM AUTHOR]

This paper examines the effect of labour protection laws on tax planning and capital investment. Exploiting a major reform that introduced firing costs in Italy for firms with fewer than 15 employees but left firing costs unchanged for larger firms combined with matched employer-employee data, I show that the rise in firing costs led small firms to increase tax avoidance and capital investment relative to larger firms. Robustness and placebo tests suggest that the results are causal. Overall, the findings indicate that tax avoidance allows small firms to generate internal funds to substitute labour for capital when employment protection becomes stronger. [ABSTRACT FROM AUTHOR]

At the core of this paper is a critique of labour law’s engagement with menopausal workers in the UK. The critique is framed by an overarching discussion of the coping strategies adopted when lived realities of menopausal workers disrupt traditional organisational cultures, especially its manifestation in the ‘ideal worker’ norm. At the core of the paper is an argument that the legal treatment of menopausal workers is failing to encourage effective management of menopause / workplace tensions and, as a result, validates the promotion of this problematic ‘ideal worker’ norm within organisational cultures. Effective labour laws could however better support menopausal workers: labour laws could encourage long term individual and organisational resilience by adopting more effective anti-discrimination and dismissal protections and more strongly centring negotiation as a realistic strategy for menopausal workers and employers when navigating any tensions that arise. [ABSTRACT FROM AUTHOR]

The article summarizes recent judicial decisions in employment and labor law cases. It highlights rulings on wage payment claims, disability discrimination lawsuits, employment discrimination challenges, retaliation claims, and other related matters. It focuses on the legal issues addressed, such as the interpretation of statutory definitions, dismissal of claims for failure to state a cause of action, and the determination of discrimination or retaliation.

This manuscript introduces a novel approach to labor law designed to address the challenges of its application. This framework combines proactive and reactive measures to create a more effective regulatory system. Proactive measures, often referred to as "ex-ante" actions, focus on preventing violations before they occur. On the other hand, reactive measures, known as "ex-post" actions, are geared towards identifying violations and applying penalties after they have taken place. The proactive approach emphasizes the importance of compliance through preventive measures. In contrast, the reactive approach targets enforcement when proactive compliance fails. The methodology is primarily based on the systematic study of legal doctrine, which encompasses both preventive (ex-ante) and deterrent (ex-post) methods and applies legal concepts, rules, and principles to address labor law challenges. [ABSTRACT FROM AUTHOR]

State socialist Vietnam formally embraced market reforms in the mid-1980s, and since then advancing marketization under the undisrupted rule of the Communist party. As marketization deepens, the party state's legitimacy continues to rest on socialist practices of governance, structures of feeling and visions of a class-free society. This political-economic context gives rise to struggles between market and socialist logics over the social question in an economy that now powers global production with raw material and cheap labour, much of which is migrant labour. This article highlights these struggles through an analysis of the public debates around the regulation of overtime work during the revision of the 1994 Labour Code by Vietnam's National Assembly in 2019, which foresees limiting it to ensure workers' well-being. While parties to the debate position themselves as pro-business or pro-workers, they all evoke socialist narratives of nation-building, solidarity and care while emphasizing the market ethos of competitiveness and productivity. In arguing for removing the limit, the pro-business camp highlights the workers' responsibility to contribute to the competitiveness of the country and their employers by working overtime to make up for their low productivity. In contrast, the pro-worker camp pleads for limiting overtime work on the grounds of workers' poor health and difficult family lives, portraying their sufferings as deserving compassion. Despite these contrasting justifications, both arguments are characterized by the assumption of self-responsibility as the mainstay of well-being and failure to acknowledge the deeper societal problems posed by the commodification of labour. [ABSTRACT FROM AUTHOR]

During the 1990s, the Sumangali (Tamil for "happily married women") Scheme was in practice at spinning mills in various districts of Tamil Nadu. Considering its highly exploitative characteristics, the Sumangali Scheme was generally viewed as "modern slavery". Interventions by the government and non-governmental organizations have curbed these typical characteristics of the Sumangali Scheme. In this context, this article finds that the Sumangali Scheme has not been eradicated. Rather, it has been mutated into another form. Under this "Mutated Sumangali Scheme", female labour rights violations still continue. This article analyses the reasons for these labour rights violations, including absence of collective bargaining, ineffective proactive enforcement by government agencies, inherent loopholes in substantive laws, and slack in interventions by government and non-governmental agencies. Finally, the article recommends appropriate measures to curb these violations and eradicate the Mutated Sumangali Scheme. [ABSTRACT FROM AUTHOR]

Multinational corporations (MNCs) are increasingly judged not only on their own social impacts but also on those of their supply chain partners. To reduce this environmental dependence, many MNCs implement social evaluations and codes of conduct which suppliers must follow. But how do MNCs legitimise and implement social evaluations in their supply chains? To address this, we draw on and augment resource dependence and legitimacy theories, to analyse a multinational grocery retailer's implementation of labour standards for its fruit and vegetable suppliers. The case study utilises interviews, analysis of a database of audits, internal documents, and observational data. It provides the basis for theorizing corporate reputation as a resource dependency, with social evaluations a distinct means to co-opt external actors to preserve the focal organization's autonomy while reducing environmental contingencies. The legitimacy of social evaluations of supply chain partners depends on processes that reconcile both moral and pragmatic concerns, allowing the focal organization to mitigate resource dependencies without ceding control over enforcement and enabling actions. [ABSTRACT FROM AUTHOR]

Copyright of Sakarya University Journal of Law Faculty (SHD) is the property of Sakarya University Journal of Law Faculty (SHD) 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.)

Despite its close relationship to employment rights, the concept of the public interest in labour law lacks extensive discussion. Even fewer scholars have studied employment discrimination in China from this perspective, despite China signing many international Conventions and Recommendations related to employment rights. This article analyses the social-based attributes in China's employment anti-discrimination laws, arguing that the laws should prioritise the protection of public interests. It then distils the connotation of the social public interest carried by the laws from the perspectives of legal values, the independence of legal interest, and legislative purposes. Subsequently, this article examines the implementation of the laws at judicial and administrative levels, identifying limitations in individual-oriented approaches and deficiencies in safeguarding the public interest. These limitations and deficiencies primarily manifest in the fact that labour agencies generally do not accept employment discrimination complaints or subtly exclude hiring processes from the scope of administrative enforcement, while courts are accustomed to a private law rationale of compensating for actual losses. Accordingly, this article suggests establishing and maintaining a fair labour market competition order by imposing punitive damages to deter potential discrimination, activating administrative enforcement to rectify past discrimination, and guiding employers to proactively assume social responsibility. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal 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 dynamic technological transformations that are taking place in the third decade of the twenty-first century, described as the Fourth and even Fifth Industrial Revolutions, pose significant challenges for community partners who act in labour relationships. Transparency and the related right to information are some of the factors that define a democratic state under the rule of law. This also applies to labour relationships as widely understood. The regulations of collective employment law grant various rights in this respect to entities that represent staff, who may, among other things, demand information on the use of artificial intelligence by the employer in the work environment. In the Polish labour law system, the widest scope of competences in this regard is granted to trade unions. This article focuses on the legal and functional aspects that are related to the transfer of this type of data. [ABSTRACT FROM AUTHOR]

This text analyses the legal aspects of teleworking in Slovak labour law and remote working in Czech and Polish labour law. The text shows how Slovakia, the Czech Republic and Poland have used their experiences of employment during the COVID-19 pandemic in different ways. The basic difference is already apparent in the notions of remote working, teleworking and working from home. There are also some differences in the regulation of employers' obligations related to the implementation of remote working. The legal regulation of remote working is in its formative stage, as evidenced by recent Polish and Czech labour-law changes. The analysis of the legal regulations of the three countries shows that remote working is a challenge. It is legitimate to analyse different legal solutions and share experiences between the countries. The text analyses the latest legal developments. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Derecho de la Seguridad Social, Laborum is the property of Ediciones Laborum S.L. 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 provides information for individuals interested in pursuing a career in Human Resources (HR). It covers topics such as the responsibilities of HR positions, the types of HR jobs available, and the average yearly salary. The article also includes an interview with a Human Resources Business Partner who shares her experience and advice. It emphasizes the importance of education, skills, practical experience, and ongoing learning in the field of HR. The job outlook for HR careers is positive, with projected growth in employment. [Extracted from the article]

The article investigates Georgia's ongoing Europeanization process, a well-established topic in contemporary research. The study, on the other hand, focuses on the highly complex and largely unexplored field of labor relations, which has been in constant motion since the signing of the Association Agreement between Georgia and the European Union in 2014. The article explores the development of the Occupational Safety and Health Policy as a unique case study, showing the Georgian government's partial commitment to meeting its obligations under the Association Agreement. This commitment has raised the Occupational Safety and Health Policy to a critical component of public policy-making, paving the way for considerable changes in labor relations across the country. [ABSTRACT FROM AUTHOR]

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.)

Copyright of Journal of Small Business & Entrepreneurship 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.)