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Item does not contain fulltext T. Gyulavári The Sources of Labour Law Deventer:Wolters Kluwer ,2019 9789403502847

As a result of flexibilization, many workers are exposed to increased insecurity with regard to job tenure, decent income and employability, finding themselves in precarious situations and experiencing economic and social inequality. The contract of employment is – still – the main entrance ticket to labour protection. Since an increasing number of workers are not employed in a standard employment relationship and hence are not or are insufficiently protected, this raises the question of whether the employment contract, the key institution connecting labour law, social security and pension law, can still be seen as the norm. The question arises as to how these workers should be protected. Excluding workers from the benefits of labour law merely because a work relationship does not qualify as an employment relationship – with the legal form of the employment contract – does not seem to be compelling. This article explores whether there is an alternative to the existing test of whether an individual has an employment relationship: a workrelated securities approach that would grant all workers regardless of the legal classification of their relationship certain rights depending on the insecurities attached to their particular jobs. This approach would have the advantage of preserving the diverse forms of work while focusing on improving the quality of work and the protection of the workforce.

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Much of the literature produced in recent years has tried to systematize the various forms of platform work while considering how to (re)classify those working through digital platforms. While this contributes to our understanding of the nature of work in the digital economy and the extent to which current labour law is problematic for some platform workers, the gender dimension and implications, especially the growing concern about discrimination between men and women in the digital economy, appear to have received little attention so far. A recent study showed that some female platform workers receive lower pay than their male counterparts. As some online platforms use algorithms to determine pay levels, the key question addressed here is to the extent to which current EU gender equality law, and the principle of equal pay for women and men in particular, is adequate for protecting platform workers in a situation where work-related decisions are not taken by a human being but by an algorithm that is the potential source of discrimination. To understand how regulation should be ‘calibrated’ in cases where algorithms result in discrimination, the theory of classification bias can be helpful. It is assumed that the reason for providing protection based on the equal pay principle to a specific group of employees is not compelling enough to exclude platform workers who are classified as self-employed. This article starts with a brief examination of the challenges of working in the digital economy and then goes on to analyse the role of algorithms and their potential to discriminate based on gender. It is argued that the theory of classification bias could be used to address discriminatory algorithmic decision-making. The theory is then applied to the EU’s principle of equal pay for women and men, suggesting some improvements in relation to platform work.

Item does not contain fulltext M. Westerveld Social Security Outside the Realm of the Employment Contract. Informal Work and Employee-like Workers Cheltenham:Edward Elgar ,2019 9781788113397

The use of customer ratings to evaluate worker performance is increasingly widespread, going beyond the gig-economy. As highlighted by computer and social sciences, this practice risks producing discriminatory outcomes, by reproducing biases existing in society. By drawing an analogy with discriminatory practices adopted to satisfy its customers’ preferences, we propose a legal analysis of this phenomenon grounded in EU non-discrimination law. We first analyse the issues related to the application of non-discrimination law to self-employed workers. Then, we address the lack of access for the individual worker to the data regarding customers’ ratings, through the lens of data protection law. We conclude by arguing that the use of customer ratings should be considered as a suspect criterion, while the current non-discrimination laws should be modernised through a clearer inclusion of self-employed workers.

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Item does not contain fulltext R. Zeh Der Arbeitnehmer im liberalisierten Welthandel. Freizügigkeit, Entsendung und Freie Exportzonen Berlin:Duncker & Humblot Verlag ,2018 9783428152100

Item does not contain fulltext V. Vaughan Reducing Inequalities in Europe. How Industrial Relations and Labour Policies Can Close the Gap Cheltenham:Edward Elgar ,2018 9781788116282

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Contains fulltext : 213864.pdf (Publisher’s version ) (Open Access) 9 p.

Informatie- en communicatietechnologieën (ICT) hebben het werken en leven in de 21e eeuw revolutionair veranderd. Eén vorm van werk dat de laatste jaren bijzondere aandacht heeft getrokken, is platformwerk. Terwijl platformwerk een belangrijk vraagstuk aansnijdt, namelijk of een platformwerker een werknemer is en dus arbeidsrechtelijke bescherming geniet, heeft een – daaraan gerelateerd – onderwerp tot nu toe slechts weinig aandacht gekregen: wat te doen, indien algoritmische beslissingen over het aan elkaar koppelen van vraag en aanbod, de te betalen beloning of de gevolgen van klantenevaluaties tot discriminerende uitkomsten leiden? In deze bijdrage wordt stilgestaan bij de vraag in hoeverre het huidige EU non-discriminatierecht nog wel geschikt is in tijden van algoritmische besluitvorming. Deze bijdrage begint met een korte analyse van werken in de platformeconomie en de uitdagingen die het meebrengt, om daarna de rol van algoritmen en hun vermogen om discriminerende beslissingen te nemen te analyseren. Vervolgens wordt gekeken naar het EU non-discriminatierecht en, om de mogelijke knelpunten rondom algoritmische discriminatie te kunnen concretiseren, in het bijzonder naar het beginsel van gelijke beloning voor mannen en vrouwen (art. 157 VWEU). Met name wordt gekeken wat het betekent indien bedrijven hun algoritmen als bedrijfsgeheim kwalificeren en dus toegang tot het beslissingsmodel en de gegevensbronnen (willen) weigeren alsmede de rol van de Algemene Verordening Gegevensbescherming.

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Contains fulltext : 139739.pdf (Publisher’s version ) (Open Access) Radboud Universiteit Nijmegen, 15 april 2015 Promotor : Verburg, L.G. Co-promotor : Houwerzijl, M.S. XVIII, 390 p.

Item does not contain fulltext Conference 'In Search of European Political Union', 19 juni 2014

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