Search

Children's normative knowledge develops early. While prior studies focus on rule compliance and violation, only limited research explores children's views on rule changes, especially in non-Western cultures. This study investigates how Chinese children aged 4–7 (N = 154) reason about rule changes, and compares their responses with US counterparts in the work of Zhao and Kushnir. Chinese children considered both "who" created the rules and "what" consequences the rule changes may bring about when judging changeability. For game rules, like US children, Chinese children considered both individual authority (including adult and peer authority) and collective agreement when judging who can change game rules. Compared to US children, Chinese children more often believe that the adult rule-maker's child could also change the rule. Furthermore, although both Chinese and US children thought one could not change moral rules, Chinese children were less likely than US children to think one could change conventional rules. Exploratory analyses of children's justifications suggest that Chinese children emphasize consequences more than US children when judging whether rules can be changed. This study offers valuable insights into the development of normative reasoning and cultural influences on children's views on rule malleability. [ABSTRACT FROM AUTHOR]

The labour market dualisation theory claims that labour unions bargain against the interests of temporary workers and that they foster inequalities between temporary and permanent employees. Conversely, the industrial relations literature argues that unions commonly follow solidaristic strategies towards outsiders. This study contributes to the literature by analysing unions' associations with temporary workers' hourly wages and the wage gap between permanent and temporary workers in Spain: one of the most prominent examples of labour market dualisation. By analysing cross-sectional surveys, unions' influence through works councils, collective agreements and union density are studied during a period of economic growth (2006–2007) and a period of recession (2008–2010). Results show that there is generally no association between these three institutions and wage differences between permanent and temporary workers. The associations with temporary workers' wages are insignificant or positive during both the period of economic growth and the period of recession. [ABSTRACT FROM AUTHOR]

In some developed countries with lower union density, bargaining coverage becomes almost universal through the extension of a collective agreement beyond union members to non-unionised employees. However, such extensions are criticised for creating a negative incentive for union membership, undermining the independence of unions vis-a-vis the state and distorting competition in the market. The current study presents a moderated mediation analysis to examine the relationship between union density and bargaining coverage through the bargaining level, using data from the OECD/AIAS's ICTWSS. Empirical results confirm that the extension has a positive moderated mediation impact on the link between union density and bargaining coverage with an indirect effect of bargaining level. Also, the conditional direct effect of the extension negatively interacts with the association between union density and bargaining coverage, while the conditional indirect effect of the extension positively moderates their relationship through the centralised bargaining level. [ABSTRACT FROM AUTHOR]

The digital transformation is associated with a series of emerging and, at the same time, novel risks such as computer fatigue and digital disconnection, which are becoming increasingly relevant in different regulatory frameworks. These regulations also include the part corresponding to the plan and implementation by companies, either through consultation with workers' representatives and/or through collective bargaining, of policies for the appropriate use of digital devices in the workplace, with the aim of guaranteeing rest at the end of the working day and preventing computer fatigue. This study aims to analyse what computer fatigue in the workplace consists of, contributing with the proposal of a series of guidelines and good practices for the development of its management protocols. [ABSTRACT FROM AUTHOR]

Most continental European legal systems where normative value is conferred on collective bargaining agreements also include a legal mechanism, known as after-effects, whereby the content of such agreements survives after they expire. After-effects can be regulated by specific legislative provisions. Where such provisions are absent, jurisprudential constructions based on the application of general principles of contract law have been applied instead. This comparative study reveals an important convergence between these models, in terms of both the legal techniques adopted and in the objectives pursued. The study also reveals that states share common concerns around maintaining a certain balance between negotiating parties, whether through consolidating the respective models of collective bargaining or via correcting dysfunctions introduced by emergency measures. Those solutions can be embedded in the international definition of the right to collective bargaining, revealing the importance of a holistic vision on regulations underpinning the European collective bargaining model.

The article is devoted to the everyday life of the Cheremkhov workers through the content of the Collective Agreement of 1930 concluded between the Cheremkhov Union of Miners and the Mine Administration. In regional historiography, the topic of everyday life of coal industry workers has not been disclosed, which determines the scientific novelty and relevance of this article. The Contract determined the amount of wages, conditions of employment, production standards, provision of work clothes and housing, it recorded a list of working specialties with a description of the level labor mechanization. The purpose of the study to analyze the everyday life of Cheremkhov workers. The authors used the case study method, source and comparative analyses, a systematic approach, and the concept of Siberia industrialization by V. P. Zinoviev. The Document was adopted in the year of the Great Turning Point – the transition from the legal functioning of the labor market to the prohibition of market relations. The text of the Contract reflects both the inertia of the previous era and the emerging realities of the new era of labor relations. Its primary characteristic is the decisive role of party bodies, which prescriptively determine the main parameters of production standards. The priority was to increase labor productivity, increase output, and consolidate working hours. In conditions of predominance of manual labor and weak mechanization, this led to an increase in the exploitation of workers. At the same time, the Document protects some workers’ rights in the sphere of work and life, so the authors compare it with the Collective Agreement of 1904 between Baku workers and Caspian oil industrialist. There are no fundamental differences between these documents, and the working and living conditions have not changed since 1904. The authors concluded that the terms of the 1930 Agreement indicate that even such a highly paid and politically privileged part of the workers of Siberia as the Cheremkhov miners lived in difficult housing conditions and were forced to maintain vegetable gardens and livestock.

The relevance of this scientific research lies in clarifying the nature and features of the legal regulation of vacations for medical workers in Ukraine. The purpose of this study is to determine the specifics of the legal regulation of the types of vacations that may be granted to medical workers. The methodological basis of the study was general scientific and special legal methods of knowledge, in particular theoretical, formal, dogmatic, and comparative legal methods. The results of the study are that the rest time of a medical worker is proposed to be understood as a period of release from professional duties for the restoration of work capacity and professional development. Several features of the legal regulation of medical workers' vacations have been identified. Please note that additional vacation may be assigned to medical workers of various specialties along with the main vacation. Additional vacations lasting 7 to 25 days are granted to medical workers of certain specialties who work in certain healthcare institutions due to harmful or special working conditions. Additional vacations are established for such medical workers as psychiatrists, pathologists, resuscitators, anesthesiologists, obstetricians, epidemiologists, doctors of medical and social expert commissions, bureaus of forensic medical examinations, and health care institutions for the fight against AIDS. It is emphasized that specific categories of medical workers have the right to additional vacation in connection with the experience of continuous work in rural areas or at another place of work. Also, medical workers have the right to use all types of additional social vacations, established for all categories of workers in Ukraine. The study concludes that a special Ukrainian law "On the Status of Medical Workers" would improve the legal regulation of medical workers' labor relations. Taking into account the provisions of the current legislation, an author's definition of the term "medical worker" has been formulated. [ABSTRACT FROM AUTHOR]

This article examines the changes in workplace-level industrial relations resulting from the recent and unprecedented labour shortages in Québec, a province of Canada. Findings are based on preliminary results of an ongoing study of private-sector industries that have been struggling with this phenomenon. Based on a keynote presentation delivered at the 2023 AIRAANZ conference held at Magnetic Island, Australia, the article provides an overview and initial discussion of the impact of labour shortages on industrial relations. The study revealed changes in the negotiation dynamics, outcomes, and actors' behaviour in the industries affected by the shortages. The balance of bargaining power shifted in favour of workers and unions, helping them to secure significant gains in collective agreements, principally – but not entirely – related to wage increases. While a tight labour market puts employers at a disadvantage, it is not all 'win-win' for workers who may, in some cases, see their working conditions deteriorate. The same is true for unions, for whom shortages can pose problems related to succession, management of members' expectations, solidarity among members, and relevance. [ABSTRACT FROM AUTHOR]

This article is aimed at giving meaning to the importance of the departmental bargaining chambers as required in the public service workplaces. The departmental bargaining chambers serve as the critical legal structure to engage with management at the workplace level. It serves as the policy development structure and a platform of expression where parties (employer/employee) thrash out policy and collective bargaining matters. This system enables the parties to achieve agreements on matters of mutual interest including conflict resolution at the source of origin. The collective bargaining chambers in the workplace serve to strengthen the union bargaining power and increase their sphere of influence on policy and decision-making processes. This is a necessary legislative structure to enhance service delivery through social dialogue. To effect the bargaining chambers in the public service workplaces, they are stratified in terms of sector specific interest, namely, the Public Health and Social Development Sectoral Bargaining Council (PHSDSBC), Safety and Security Sectoral Bargaining Council (SSSBC), General Public Service Sectoral Bargaining Council (GPSSBC) and the Education Labour Relations Council (ELRC). Further on collective bargaining issues that straddle sectoral councils collectively converge under the auspices of the PSCBC to attain policy and agreements that cover all employees in the public service alike. The mandate and powers of the departmental bargaining chambers in the public service workplaces are regulated through collective agreements of the sectoral bargaining chambers. The powers of the departmental bargaining chambers should be complementary to those of the sector and should not contradict the role of the central bargaining chamber. The departmental chambers are created to keep the balance between management and employees in the workplace. [ABSTRACT FROM AUTHOR]

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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 Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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 relevance of the study is determined by the need to investigate changes at the international standards level: the inclusion of the right to a safe and healthy working environment in the fundamental principles and rights at work worldwide. This also caused the need for appropriate adjustments to the national legal framework. The second factor of relevance of the study is the novelties of national legislation on collective and contractual regulation of labour and related relations. Analysis of the impact of such changes on the settlement in collective contracts and agreements of the issue of a safe and healthy working environment for people engaged in agriculture, identification of problematic aspects and development of proposals for their overcoming define the purpose of the study. The achievement of this goal was facilitated by the use of a set of methods of scientific knowledge: philosophical (dialectical), general scientific (analysis, synthesis), and special scientific (formal-legal, comparative-legal). As a result of the study conducted, compliance with international standards of changes implemented in Ukrainian legislation regarding the conclusion of collective contracts and agreements was determined. It is proposed to extend the scope of collective agreements to all those who work in agriculture, including members of farms and agricultural cooperatives, to guarantee a safe and healthy working environment and to the work of the most vulnerable categories of workers (women, minors, persons with disabilities). The need to replace the term “labour protection” in Ukrainian legislation with “safety and health of employees at work” is justified since it is more consistent with the object of protection and correlates with international terminology. It is established that the norms of the current industry agreement do not correspond to the needs of the present. It is recommended that the development of the new document reflect in more detail the specific features of measures for the safety and health of employees at work, due to the specific features of production processes in agriculture and the realities of war and post-war times. The results obtained fill the gap in scientific research of the relevant issues, are valuable from the standpoint of the opportunity to apply them in the further reform of legislation on the field of collective-contractual regulation in agriculture, and will also be useful for the preparation of collective agreements of agricultural entities

The current state of centralized and local legal regulation of labor relations in Ukraine has been studied and its shortcomings have been identified. The points of view of scientists regarding the essence of centralized and local legal regulation of labor relations have been analyzed. It has been indicated that Ukraine, positioning itself as a social, legal state and a future member of the European Union, should centrally establish social standards in the field of labor that correspond to those adopted in the European Union, while not reducing the existing level of existing social guarantees, as well as ensure them proper implementation and protection. Centralized legal regulation of labor relations in Ukraine should be based on a modern codified normative legal act, which will ensure a full-fledged comprehensive regulation of labor relations, implementation and protection of the rights of employees, compliance with the interests of employers, and also contribute to the development of local rulemaking. It has been justified that the focus on the protection of the employee's rights should continue to be the conceptual line of the centralized legal regulation of labor relations. The idea of balancing the interests of the employee and the employer is acceptable under certain conditions at the local level when concluding collective agreements, where it takes the form of a compromise. Here, balancing the interests of employees and employers can exist to the extent permitted by labor law. Attention has been drawn to the fact that modernity requires ensuring the development of collective contractual regulation of labor relations. The collective agreement, as the main local regulatory act in the field of labor, should comprehensively regulate labor relations within a specific enterprise, institution, organization or individual who uses hired labor. The conclusion of a collective agreement involves the search for a compromise between the employees and the employer in the process of establishing working and rest conditions. The collective agreement must provide for the mechanisms for fulfilling the established obligations and take into account the financial capabilities of the employer, which will make it a real and effective means of legal regulation of labor relations. It has been proposed to supplement Art. 11 of the Law of Ukraine “On the Organization of Labor Relations in Martial Law” part 2 with the following content: “During the period of martial law, it is not allowed to suspend the provisions of the collective agreement regarding wages, labor protection, medical care, ensuring equal rights and opportunities for women and men , measures aimed at preventing, countering and stopping mobbing (harassment), prohibition of discrimination”.

Collective bargaining is the most appropriate tool to introduce detailed regulations specific to platform work. However, the status of platform workers (they are usually self-employed), combined with EU competition law, constitutes a significant restriction on their collective bargaining rights. Hence, the aim of this article is to prove the thesis that the presumption adopted in the Spanish regulation of recognising platform workers as workers in the strict sense would be a universal solution to the problem of ensuring proper labour protection for this group of workers. [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.)

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.)

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.)

The article analyzes the development of legislation in the field of collective agreement regulation, focuses on the problems of reforming the current legislation that regulates the conclusion of collective agreements and agreements, and draws relevant conclusions. It is noted that the collective agreement regulation, which provides for the direct participation of the subjects of labor relations in establishing working conditions through the conclusion of social partnership acts, is gaining special relevance today. And that is why it is urgent to reform the current legislation in the field of concluding collective agreements, since this agreement is an important component of the legal technique of creation in the legal science of Ukraine. It was concluded that despite the significant number of normative legal acts, there remains a sufficient number of undefined and problematic issues that serve as an obstacle to the establishment of effective collective and contractual labor regulation. One of these problems was the uncertainty of the legal content of the concepts of "collective contract" and "collective agreement" in the current labor legislation of Ukraine, although this issue has been repeatedly covered in scientific literature. And if the current Code of Labor Laws of Ukraine contains a chapter dedicated to the collective agreement, then there are no regulations regarding collective agreements at all, which is one of the significant shortcomings. It was established that with the adoption of the new version of the Law "On Collective Agreements and Contracts" dated February 23, 2023, such categories were defined as "branch agreement of limited effect"; "collective agreement (general, sectoral (inter-sectoral), limited sectoral, territorial, territorial in a separate industry)"; "collective agreement" "employee"; "employer", and a number of issues regarding which there were legislative gaps were settled at the legislative level. The activation of collective bargaining in the conditions of martial law is noted, which is an indispensable tool for regulating social and labor relations, which provides an opportunity to mitigate negative social consequences for employees. Because since the fullscale invasion of Russia into Ukraine, devastating blows have also been inflicted on the development of the existing system of collective and contractual work. [ABSTRACT FROM AUTHOR]

Copyright of Taiwan Law Review is the property of Angle Publishing Co., Ltd 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 Collected Papers of Zagreb Law Faculty / Zbornik Pravnog Fakulteta u Zagrebu is the property of Sveuciliste u Zagrebu, Pravni Fakultet 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 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.)

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.)

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.)

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.)

The promulgation of Law 3/2007, of March 22, for the effective equality of women and men, has been a consequence of the public action of the democratic society in favor of the equality of women. Undoubtedly, this normative recognition of equality is an important step, but is not enough. An important instrument to complete the previous recognition would be the collective bargaining. Collective bargaining represents a real opportunity to provide effective content for effective equality between men and women. The main purpose of collective bargaining would be to establish fair rules in the delimitation of the professional classification as this is a mechanism of professional and salary differentiation. Collective agreements must specify the criteria on which the different groups and professional categories in a company must be based. [ABSTRACT FROM AUTHOR]

Copyright of Galatasaray Üniversitesi Hukuk Fakültesi Dergisi is the property of GALATASARAY UNIVERSITESI HUKUK FAKULTESI 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 Româna de Dreptul Muncii is the property of Wolters Kluwer Romania 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 Lan Harremanak - Revista Relaciones Laborales is the property of Lan Harremanak 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 research is devoted to the prospects of the development of labour legislation in the part of contractual regulation of labour relations. The relevance of the study is conditioned upon the necessity to update the regulatory framework governing labour relations, first of all, the relations on the conclusion, amendment, termination of labour contracts, and relations in the field of collective contractual regulation. The purpose of the study is to identify the risks and highlight the shortcomings of draft laws concerning the individual contractual regulation of labour relations, to analyse the prospects for the development of labour legislation on labour and collective agreements, and to develop the authors’ proposals to improve the state of legal regulation in this area. To achieve this purpose, the following scientific methods were used: dialectical, Aristotelian, analytical, formal-legal and comparative-legal. As a result of the study, the following priority measures to improve the contractual regulation of labour relations were identified. Ensuring that stakeholders are better informed about collective bargaining as a guarantee of employees’ rights (through the development of an information and advisory space, in particular, a virtual one). Intensification of the process of concluding collective agreements for maximum coverage of the employed population and employers, including individual entrepreneurs. Preventing the adoption of the proposed draft law No. 5371 as such, which by its scope may put employees of small and medium-sized enterprises in a worse position in terms of labour relations than employees who will not be subject to the contractual regime of regulation of labour relations. Further work in the area of labour law reform (both on the theoretical and practical levels) should concentrate on exploring options for regulating labour relations that would combine centralised, unified minimum guarantees for all participants in labour relations with special, possibly simplified, rules for particular categories (e.g. micro-enterprises). The generalisations can be used to develop draft regulations for labour law and can also be used to prepare research on the legal regulation of individual and collective labour relations.

Copyright of Knihovna is the property of Library Institute of the Czech National Library 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 describes the transformation of legal thinking in the transition from liberalism to collectivism, respectively transition from the minimal state to welfare state, on the example of the development of legal regulation of collective agreements in the interwar Czechoslovak Republic. These changes affected alike jurisprudence, legal science and legislation, but it was ultimately the legislation that had to answer the questions that both theory and practice were reluctant to resolve. [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.)

The professional branch has been the predominant normative space in the film and audiovisual industries since the 1990s. This observation contrasts with the recent reforms of labour law, which make the company the central body for the formulation of law, in order to adapt it continuously to the fluctuating demand. This paradox leads us to question the function of legal benchmarks set at the branch level in a project-based industry. To this end, we look back at the way in which actors in industrial relations have invested this level of collective bargaining in recent decades, the framing of the activity that has resulted from it and the reasons for its stability in the course of contemporary productive recompositions.

Collective agreement just like any other contract is bedevilled with enormous challenges. This paper examines the fate of Nigerian employees against the backdrop of the practice of statutory and common laws associated with the enforcement of duly concluded collective agreements in Nigeria. However, as this paper will reveal, a somewhat latitude to enforcing an ensuing collective agreement has evolved since the introduction of the National Industrial Court Act 2006 and the Constitution Federal Republic of Nigeria (Third Alteration) Act 2010. The findings expose several inconsistencies in the judicial approach, with the majority of its decisions being predicated upon the rule that collective agreements are not binding which is a relic of the antiquated common law principle that a collective agreement is merely a 'gentleman agreement'. This paper, in reflecting on the core labour standards of the International Labour Organisation (ILO), suggests policy reforms and positive change in judicial attitude as panacea to bridge the gap and pace up the lag behind international labour standards. [ABSTRACT FROM AUTHOR]

Abstract: The practice of interfaith marriage has occurred in the Dayak Ngaju community for various reasons and considerations. Similar reasons include love, pregnancy before marriage, and thinking that he is the only match. Interfaith marriage is not easy to unite thoughts and wills together in an ideal marriage. This is because interfaith marriage couples need very high understanding, patience and loyalty in carrying out their married life as an effort to build high tolerance for differences that occur between them through mutual agreement and commitment. Unavoidable phenomenon. This can be seen in couples who marry different religions with a background of emotional experiences together. Through this agreement, a join commitment is neeeded to carry it out responsibly as joint commitment is needed to carry it out responsibly as a form of loving God and others (Matthew 22:37-40). Abstrak: Praktik perkawinan beda agama telah terjadi pada masyarakat Dayak Ngaju dengan bermacam pertimbangan dan alasan. Alasan yang hampir sama antara lain terjadi atas dasar cinta, hamil sebelum menikah, dan adanya pemikiran bahwa hanya dia pasangan yang cocok. Perkawinan beda agama tidaklah mudah menyatukan pikiran dan kehendak bersama dalam sebuah perkawinan yang ideal. Hal ini dikarenakan pasangan perkawinan beda agama membutuhkan pengertian, kesabaran dan kesetiaan yang sangat tinggi dalam menjalankan kehidupan perkawinan mereka sebagai upaya membangun toleransi yang tinggi terhadap perbedaan-perbedaan yang terjadi di antara mereka melalui kesepakatan dan komitmen bersama. Fenomena yang tak bisa dihindari. Hal ini nampak pada pasangan yang menikah beda agama dengan dilatarbelakangi oleh pengalaman emosional bersama. Melalui kesepakatan ini, maka diperlukan komitmen bersama untuk melaksanakannya dengan penuh tanggung jawab sebagai salah satu bentuk mengasihi Tuhan dan sesama (Matius 22:37-40).

Copyright of Pandectele Române is the property of Wolters Kluwer Romania 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.)

Collective bargaining is a process of joint decision-making in which the social partners, representing the interests of their membership, try, in good faith, to determine the content and conclude the collective agreement. In this sense, collective bargaining is a way to resolve many issues related to the work process, to the satisfaction of all parties. In a context in which labour markets are characterized by inequality and uncertainty, the extension of the collective agreement is a key public policy instrument for the promotion of collective bargaining in general. However, certain principles must be represented to allow as many workers as possible to be covered by the extended effect of the collective agreement. These principles are set out in Collective Agreements Recommendation no. 91 of International Labour Organization and need to be followed to ensure respect for the free and voluntary nature of collective bargaining. With the fourth industrial revolution, the world of work changed radically, but the institute of the extended effect of the collective agreement can offer some answers to new circumstances, such as the increase of flexible forms of work and employment, migrant workers, or posted workers.