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The article states that in the conditions of a market economy it is important to have effective means of influencing labor relations, which would correspond to the mechanism of the market economy. One of such effective means of influence is a legal incentive. Legal incentives are the basis for the introduction of a stimulating regime for the development of the creative nature of work, interest in the results of one's work. With the help of incentives, it is possible to eliminate various problems that arise in the process of work and interaction of the parties to labor relations, strengthen labor discipline, increase the efficiency of work and enterprise management. It is emphasized that the essence of legal incentives and their impact on the consciousness of employees is carried out with the help of the informational and psychological side of legal regulation. From the point of view of psychological influence, the importance of means of stimulation lies in the fact that they contribute to the awareness of the continuously acting cause-and-effect relationship between productive labor activity and material situation, which in turn encourages the employee to carry out his labor activity in accordance with the requirements of the labor law regime. It is noted that the incentive regime is the application of legal incentives, their impact on the interests of employees. It influences not only the external behavior of the employee in the work process, but also his inner world - intelligence, subconsciousness, emotional and sensory sphere. The legal incentive is a motivating factor for the motivation of the employee's work, creates a stimulating regime in the enterprise, institution, organization to satisfy his interests and acts as a meaningful element in the functional characteristics of the latter. It is emphasized that such a regime is aimed at a purposeful change in the employee's behavior during the work process, during the performance of the work function in order to satisfy both his own needs and interests, as well as the needs and interests of the employer. The incentive regime operates only with positive means: incentives, benefits, permits, and therefore does not include means of a negative, unfavorable nature: obligations, prohibitions, restrictions., У статті зазначається, що в умовах ринкової економіки важливо мати ефективні засоби впливу на трудові відносини, які б відповідали механізму ринкової економіки. Одним з таких ефективних засобів впливу є правовий стимул. Правові стимули є основою запровадження стимулюючого режиму для розвитку творчого характеру трудової діяльності, зацікавленості у результатах своєї праці. За допомогою засобів стимулювання можна усувати різні проблеми, що виникають в процесі роботи та взаємодії сторін трудових правовідносин, зміцнити трудову дисципліну, підвищити ефективність праці та управління підприємством. Наголошується, що сутність правових стимулів і їх впливу на свідомість працівників здійснюється за допомогою інформаційно-психологічної сторони правового регулювання. З точки зору психологічного впливу значення засобів стимулювання полягає в тому, що вони сприяють усвідомленню безперервно діючого причинно-наслідкового зв’язку між продуктивною трудовою діяльністю і матеріальним становищем, що своєю чергою спонукає працівника здійснювати свою трудову діяльність відповідно до вимог трудо-правового режиму. Зазначається, що режим стимулювання є застосуванням правових стимулів, їх впливу на інтереси працівників. Він здійснює вплив не тільки на зовнішню поведінку працівника в процесі праці, але і на його внутрішній світ – інтелект, підсвідомість, емоційно-чуттєву сферу. Правовий стимул є спонукальним фактором до мотивації праці працівника, створює для задоволення його інтересів стимулюючий режим на підприємстві, установі, організації та виступає змістовним елементом у функціональній характеристиці останнього. Акцентується, що такий режим направлений на цілеспрямовану зміну поведінки працівника в процесі праці, під час виконання трудової функції з метою задоволення як власних потреб і інтересів, так і потреб і інтересів роботодавця. Режим стимулювання оперує лише позитивними засобами: заохоченнями, пільгами, дозволами, а відтак не включає в себе засоби, що носять негативний, несприятливий характер: обов’язки, заборони, обмеження.

During the last quarter century, job tenure in Europe has shortened. Using data from Eurostat Labor Force Surveys of 29 countries from 1995 to 2020 and applying an age-period-cohort decomposition to analyze changes in tenure for specific birth cohorts, this paper shows that tenure has shrunk for cohorts born in more recent years. To account for compositional changes within cohorts, the analysis estimates the probability of holding jobs of different durations, conditional on individual and employment-related characteristics. The estimations demonstrate that, over time, the likelihood of having a medium- or long-term job decreased and holding a short-term job increased. The paper also finds that stricter job protection legislation appears to decrease the probability of holding a short-term job, and higher trade openness and ICT-related technological change are correlated with an increase of that probability.

В настоящей статье рассмотрены процессы реформирования социально-трудовых отношений и создания его законодательных основ в странах СНГ и Центральной Азии. В частности, рассматриваются мнения о необходимости разработки Трудового кодекса Республики Узбекистан в новой редакции. Вместе с тем проанализированы положительные и отрицательные стороны Трудовых кодексов, принятых в новой редакции Республикой Казахстан и Республикой Таджикистан. В связи с потребностью рыночной экономики в разработке новой редакции Трудового кодекса Республики Узбекистан рассматриваются стимулирующие нормы, направленные на предотвращение использования неформального труда, упрощенный порядок заключения и прекращения трудового договора, аналогичные правила, выражающие одновременно интересов как работника, так и работодателя, а также сделаны выводы, в какой мере осуществлена имплементация рекомендаций Международной организации труда и отражены нормы, непосредственно регулирующие трудовые отношения. Кроме того, сравнительно проанализирована структура и содержание Трудового кодекса Республики Узбекистан и проекта новой редакции кодекса, указаны существующие положительные стороны и недостатки. Даны некоторые рекомендации и предложения по совершенствованию проекта Трудового кодекса в новой редакции., This article discusses the process of reforming socio-labor relations and creating its legal framework in Central Asia and the CIS countries. In particular, it researches the views on the need to edit a new version of the Labor Code of the Republic of Uzbekistan. In addition, the pros and cons of the new edition of the Labor Code of the Republic of Kazakhstan and the Republic of Tajikistan are analyzed. The author, based on the requirements of the market economy, shares his conclusions on preventing the use of informal labor, simplified procedures for concluding and terminating employment contracts, rules that represent the interests of both the employee and the employer, the tasks of implementing the recommendations of the ILO and reflecting the norms regulating labor relations directly in the development of a new edition of the Labor Code of the Republic of Uzbekistan. Furthermore, the article comparatively studies the structure and content of the Labor Code of the Republic of Uzbekistan and the draft of its new edition and shows the existing shortcomings and achievements. In addition, some proposals and suggestions are made to improve the new version of the Labor Code of the Republic of Uzbekistan.

Статья посвящена анализу актуальной проблемы современного трудового права – эффективности обеспечительных функций правовых норм, регулирующих заключение трудового договора и определяющих порядок согласования и закрепления сторонами условий трудового договора. С заключением трудового договора его стороны вступают в новые правоотношения и становятся участниками трудовых отношений. Известно, что трудовой договор – это юридический факт, который создает трудовые отношения между работодателем и работником, поэтому с момента заключения трудового договора возникают права и обязанности работодателя и работника по этому договору. Автором отмечено, что заключение трудового договора – это не длительный процесс, но его заключение с нарушением установленной законом процедуры может привести к нарушению прав сотрудников и вызвать множество проблем для работодателей. По этой причине в статье указывается, что заключение трудового договора в соответствии с правилами, установленными Трудовым кодексом, является обязанностью не только работодателей, но и работников., The article is devoted to the analysis of the urgent problem of modern labor law, the effectiveness of the security functions of legal norms governing the conclusion of an employment contract and determining the procedure for agreeing and securing the terms of an employment contract by the parties. With the conclusion of an employment contract, its parties enter into new legal relations and become participants in labor relations. It is known that an employment contract is a legal fact that creates an employment relationship between an employer and an employee; therefore, from the moment the employment contract is concluded, the rights and obligations of the employer and employee under this contract arise. Although concluding an employment contract is not a lengthy process, concluding it in violation of the procedure established by law can violate employees’ rights and cause many problems for employers. For this reason, the article states that concluding an employment contract in accordance with the rules established by the Labor Code is the responsibility of not only employers but also employees.

в настоящей статье дан системный анализ некоторым характерным актуальным проблемам трудового права. На этой основе определены основные тенденции развития трудового права в Республике Узбекистан. Разработаны рекомендации и предложения по совершенствованию трудового законодательства и правоприменительной практики., This article systematically analyzes some characteristic urgent problems of labor law. On this basis, the main trends in the development of labor law in the Republic of Uzbekistan are identified. Instead, recommendations and suggestions for improving labor law and law enforcement practice have been developed.

Este artículo realiza un estudio acerca de la relación e incidencia del marco legislativo en que se desarrolla la dinámica del mercado laboral en Colombia desde la apertura económica en la década de los noventa; ya que el desempleo resulta de gran preocupación, no solo para los gobiernos que buscan disminuirlo, sino para quienes lo enfrentan día a día en un mercado laboral lleno de complejidades y asimetrías. Este artículo se apoya en la importancia y especial incidencia que tiene el fenómeno del desempleo sobre la actividad económica y sobre la sociedad en general, debido a la generalizada preocupación que surge en la sociedad cuando las cifras de desocupación sobrepasan los límites usualmente aceptados. De esta forma, los resultados observados y las verdaderas intenciones del modelo imperante hacen pensar en nuevas opciones en la forma como se formulan las políticas que regulan y dirigen el mercado laboral y la economía. This paper poses a study about the relationship and impact of the legislative framework in which the dynamics of the labor market in Colombia is developed since the economic liberalization in the nineties as unemployment is a major concern, not only for Governments seeking to reduce it, but also for those who face it day to day when dealing with the complexities and asymmetries of a crowded job market. According to the abovementioned, this paper considers the importance and special incidence of the unemployment phenomenon on the economy and the society in general due to the widespread concern that arises in society when unemployment figures surpass the limits usually accepted. In this way, the results observed and the true intentions of the prevailing model suggest the implementation of new alternatives for the establishment of policies regulating and directing the labor market and the economy.

The Better Work Program has its roots in the Better Factories Cambodia (BFC) program, established in 2001 as a follow-on from the 1999 U.S.-Cambodia Bilateral Trade Agreement. The free trade agreement (FTA) was the first to link improved labor conditions with greater market access. The BFC program benefitted all the key stakeholders by improving work conditions, supporting the growth of the apparel sector in Cambodia (benefitting all local stakeholders), and boosting developed world buyers’ reputation by sourcing from ethical workplaces. BFC has also helped to cushion the negative effects of external changes to the trading environment in the apparel sector (the end of the Multi-Fibre Arrangement quota system in 2005 and the global financial crisis in 2008–09). The program has grown substantially; as of December 2014, BW has reached over a million workers in more than 1,000 factories across eight countries (Bangladesh, Cambodia, Haiti, Indonesia, Jordan, Lesotho, Nicaragua, and Vietnam).

In 2009 the Gabonese authorities defined a new vision whose strategic guidelines are detailed in an operational plan, the strategic plan for an emerging Gabon (PSGE) whose goal is to turn Gabon into an emerging country within one generation. PSGE includes an ambitious public investment program to develop basic infrastructure and to create the necessary economic environment for the emergence of a diversified economy. The major challenge for PSGE, and how it can be different from previous development plans, will be to become a growth model that is both sustainable and inclusive, leading to a significant improvement in the revenue and living conditions of all Gabonese people. This report is a contribution to the debate on how to achieve this goal. It was developed as part of the implementation of a new World Bank intervention strategy in Gabon wherein competitiveness and employment is the first pillar. It identifies the main obstacles to the low impact of economic growth on employment in Gabon and makes recommendations that will foster dialogue between the World Bank and the Gabonese authorities on the subject. The report is divided into three parts: (i) an analysis of Gabons economic performance since the independence and its effect on employment, (ii) an analysis of the main characteristics of the labor market, and (iii) a review of the main obstacles to job creation. The conclusion recommends some options for reforming the labor market as well as the legal and institutional framework for employment promotion in Gabon.

This note provides a general background of the main features of labor regulation in the Middle East and North Africa (MENA) and benchmarks them against international best practices. The note compiles information on available labor laws and other legal acts concerning employment protection regulation. Within the broader scope of labor regulation, and in order to assure regional comparability, information collected focuses on key issues in the labor law associated with commencing or terminating employment and during the period of employment (including maternity benefits). The main sources the data are the World Bank doing business 2010 and International Labour Organisation (ILO) databank. This note is a tool to provide policymakers and international organizations with a regional diagnose of how labor regulation affects labor market outcomes in MENA and inform client governments about strategic approaches to employment creation through labor policy and reform. This activity comes as a response to regional priorities in the context of the Arab World Initiative (AWI). One of the six strategic themes of the AWI focuses explicitly on employment creation as a top priority. Part of the World Bank's mandate under the AWI is to inform client governments about strategic approaches to employment creation through labor policy and reform.

O artigo tem por objetivo destacar a especificidade da Justiça do Trabalho, assim como algumas particularidades do perfil de seus magistrados. Nossas observações baseiam-se em resultados do projeto "História da justiça e dos direitos do trabalho no Brasil", voltado para a reconstituição da história da instituição principalmente por meio dos depoimentos de personagens centrais para sua construção e consolidação ao longo do tempo. Paralelamente, realizamos um abrangente survey em 2005 - "Perfil da magistratura do trabalho" -, enviando questionários para os cerca de 3 mil magistrados do trabalho do país, com a finalidade de traçar o perfil sociológico da categoria, assim como registrar suas percepções sobre a carreira e o papel desempenhado pela Justiça do Trabalho na sociedade brasileira. Nossas conclusões ressaltam a continuidade da forte marca antiliberal de proteção social pelo Estado, ainda presente na instituição e no ethos de seus operadores, e os desafios a serem enfrentados por eles perante a desigualdade social, o ambiente político democrático e as pressões econômicas do neoliberalismo. The paper looks to highlight the specific nature of Labor Justice in Brazil, as well as the particular social profile of labor judges. Our analysis is based on the results of the research project "A history of labor law and labor rights in Brazil,' focused on reconstructing the history of this legal institution, mainly through interviews with social actors who played a central role in its construction and consolidation. The extensive information obtained from the 'Labor judge profile' survey also allowed us to identify the sociological profile of the judges and record their opinions about their professional career and the role played by Labor Courts in Brazilian society. Our conclusions reveal the continuance of a strong anti-liberal logic of social protection by the State, still present in the institution and the ethos of its agents, and highlight the challenges these have to face in terms of social inequality, the democratic political order and neo-liberal economic pressures.