Academic literature on the topic 'Contracts for work and labor'
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Journal articles on the topic "Contracts for work and labor"
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Makovii, Viktor, Svitlana Voloshyna, Yaroslav Kushnir, Iryna Mykhailova, and Serhii Tsarenko. "Contract for the Provision of Services and Labor Contract: A Comparative Analysis of Consequences for Parties Under Ukrainian Legislation." European Journal of Sustainable Development 10, no. 1 (February 1, 2021): 466. http://dx.doi.org/10.14207/ejsd.2021.v10n1p466.
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The article analyzes the legal consequences of concluding a labor contract and a contract for the provision of services. The need for such an analysis is due to the fact that employers often prefer to conclude civil law contracts with employees instead of labor contracts, since the latter are less beneficial for them. At the same time, for an employee, the conclusion of a contract for the provision of services instead of an employment contract entails the deprivation of all guarantees provided for by labor legislation. The historical prerequisites for the existence of similarities between labor and civil contracts are examined in the article. In order to distinguish between these types of contracts, a comparative analysis of the legal nature and consequences of the conclusion of an employment contract and a contract for the provision of services is carried out. The article analyzes the guarantees that are provided for by labor legislation and are aimed at ensuring the human right to work. It is concluded that when concluding civil contracts, these guarantees are lost, which significantly worsens the position of the employee. In this regard, the article analyzes the recommendations of the International Labor Organization aimed at distinguishing between civil and labor legal relations. The conclusion is made that it is necessary to consider these recommendations in the national legislation of all Member States.
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Pidpala, Iryna. "Features of seafarers employment contracts." Journal of Education, Health and Sport 9, no. 11 (November 29, 2019): 455–65. http://dx.doi.org/10.12775/jehs.2019.09.11.042.
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This article has explored the features of the employment contract of seafarers. The parties to this contract are the seafarer and the shipowner, who have their own subjective rights and obligations, which are defined as contracts of tax and labor law in general. Legal regulation of contracts is carried out by both international and labor legislation of the sailor's country. Objective features of seafarers' labor relations necessitate the establishment of special norms regulating working crew members of seagoing vessels, because they perform the labor functions of seafarers, attract grounds for sectoral differentiation of legal regulation of their work. Certainly, seafarers must be very attentive when concluding a contract, pay attention to the minimum list of clauses of the employment agreement, do not sign an incomplete agreement, make sure about the specified wages, compensation payments, and other conditions, show legal literacy.
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Svichkarova, Yaroslava. "Attempt № 2 on “improvement of labor legislation on the concepts of non-standard forms of employment” (zero-hours contract)." Law and innovations, no. 1 (33) (April 5, 2021): 46–54. http://dx.doi.org/10.37772/2518-1718-2021-1(33)-7.
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Problem setting. Nowadays one of the little-studied forms of atypical employment in the science of labor law is on-call work. At the end of 2020, the Ministry of Economic Development, Trade and Agriculture of Ukraine prepared a draft Law of Ukraine “On Amendments to the Labor Code of Ukraine to regulate some non-standard forms of employment”, which proposed the construction of a zero-hours contract. This was the second “attempt” to introduce the construction of such an employment contract. If we analyze the definition and content of the zero-hours contract contained in the project, we can see that it does not apply to the contract with zero working hours, nor to the contract “minimum-maximum”. This raises a number of questions about its legal regulation and its applicability in practice. Analysis of resent researches and publications. The legal regulation of atypical employment has been analysed by S. Golovin, I. Kiselev, A. Lushnikov, M. Lushnikova, D. Morozov, O. Motsna, N. Nikitina, O. Protsevskyy, O. Rymkevych, V. Soifer, O. Yaroshenko. At the same time, the scientific literature has not yet developed uniform approaches to defining on-call work, the agreements that apply to it, and possible ways of its legal regulation. Аrticle’s main body. “On-call work” is a generalizing concept in relation to both “zero hours” and “minimummaximum” contracts. Based on the etymological meaning of the word “challenge” – a request or demand to appear somewhere, “work on call implies that the employee performs labor functions only when he is invited (called) by the employer. What the minimum-maximum and zero-hour contracts have in common is that the employer has no obligation to hire the employee. The zero-hours contract, which was presented in the draft, does not fully apply to contracts with zero working hours, nor to contracts “minimum-maximum”, and in our opinion, its legal structure needs careful refinement. Conclusions and prospects for the development. In modern conditions, a contract on call can be attractive only to people who are unstable to work (for example, students, retirees, housewives) or those who are looking for an additional source of income. Therefore, we believe that the developers of regulations that will regulate the relations arising from non-standard forms of employment, it would be more appropriate to pay attention to the contract “minimum-maximum”, which is a more optimal form for regulating work on call. The introduction of a domestic employment contract on call will contribute to the legalization of this type of labor relations, while, in our opinion, the protective function of labor law should remain a priority in relation to the economic function.
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Bilokha, A. "Regarding the concept of employment contract as the basis for the emergence of employment legal relationships." Uzhhorod National University Herald. Series: Law 3, no. 75 (April 11, 2023): 7–12. http://dx.doi.org/10.24144/2307-3322.2022.75.3.1.
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The article is devoted to a comprehensive analysis of the concept of an employment contract as a basis for the emergence of labor relations, which characterize the interest and degree of will of the parties to such legal relations. Since the employment contract occupies a central place in the system of labor law, it regulates the will of the parties who conclude it. However, currently the provisions on the employment contract, labor relations arising from such a contract are enshrined in a rather old, in the opinion of the author, normative legal act, which causes the emergence of various approaches in the interpretation of the specific concept of the employment contract. The author considered the concept of an employment contract in accordance with the first part of Article 21 of the Labor Code (hereinafter - the Labor Code of Ukraine), Article 31 of the 2019 draft Labor Code of Ukraine. It was concluded that the concept of an employment contract according to Article 31 of the draft Labor Code of 2019 is more complete and relevant in relation to the definition regulated by the first part of Article 21 of the Labor Code of Ukraine at this stage of the development of legal science and legislation in Ukraine. Exactly in this definition of the concept of an employment contract that the employer's obligation to provide the employee with work and the employee's obligation to personally perform work in the employer's interests appear. Different views of legal scholars on this issue were analyzed and the features of this concept proposed by scientists were investigated. The author outlines the main features of an employment contract, among which it is worth highlighting: the will of the parties, timeliness, compliance with the written form, the extension of guarantees and benefits to the employee, etc. The article defines the moment of the emergence of labor relations, because, according to the author, it is not the same as the moment of concluding an employment contract, and therefore this issue deserves a more detailed consideration. The author also defined the classification and listed the types of employment contracts according to the following standards: according to the time criterion, open-ended, fixed-term employment contracts and contracts concluded for the duration of work are distinguished; according to the form of agreement, they are divided into oral and written; according to the form of labor organization, it is possible to distinguish a contract on out-work, a contract on remote work, an employment contract with non-fixed working hours, etc., and part three of Article 21 of the Labor Code of Ukraine provides for a special form of employment contract - a contract.
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Lucas, John J., and Jonathan M. Furdek. "Did The Labor Contracts Between The UAW And The Big Three Automakers Work?" American Journal of Business Education (AJBE) 3, no. 1 (January 1, 2010): 9–14. http://dx.doi.org/10.19030/ajbe.v3i1.362.
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In the Fall 2007, there were landmark labor contracts agreed upon between the United Autoworkers (UAW) and the Big Three Automakers—General Motors, Ford Motor Company, and Chrysler LLC. The impetus for these truly historic labor agreements was to afford the automakers to remain competitive in the global market while labor was to be protected. Since the passage of these labor contracts, auto sales have continually declined to record lows due to the recession in the United States. This paper will trace the major contractual provisions of these labor agreements and also analyze how effective they were in accomplishing the stated goals for both the UAW and the Big Three automakers. Additionally, the paper will examine the necessary changes needed in these labor contracts if the automakers are to survive in the global economy.
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Komkov, S. A. "Contracts in labor and civil law: issues of unity and differentiation." Siberian Law Herald 1 (2023): 33–37. http://dx.doi.org/10.26516/2071-8136.2023.1.33.
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It is noted that the employment contract has historically emerged as a civil contract. It is indicated that in Roman private law it was a contract for the employment of a free person’s labor force for a period under which one person, the locator (from Latin – landlord), placed at the disposal of another, the tenant, his labor force, his labor (operae) for a certain remuneration (hiring a worker, coachman, etc.). The features that distinguish the labor contract from civil law contracts, in particular, the fact that in an employment contract the subject is the work itself, and not its result, as well as the element of subordination of one party to the employment contract to the other. The cases of joint legal regulation of labor relations by the norms of labor and civil law are indicated. The article analyzes such issues as the construction of the so-called “labor agreement”, as well as the issue of representation in labor relations, in particular, cases of concluding an employment contract with a minor employee under the age of fourteen and limiting the civil capacity of an employee who, due to addiction to gambling, alcohol abuse or narcotic drugs, puts his family in a difficult financial situation. position. Cases are established when civil legal relations may arise between the parties to the employment relationship. It is noted that the legal regulation of social and labor relations should not be based on the independence of the person performing labor activity, as this is characteristic of the method of civil law regulation of social relations related to labor. The necessity of applying the developments of civil servants on the invalidity of transactions to labor contracts and the implementation of the principle of good faith, which determines, among other things, the inadmissibility of abuse of law, is indicated. The conclusion is substantiated that the establishment of unifying signs of labor and civil law contracts corresponds to the practice of applying labor law norms and contributes to the development of the science of labor law.
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Asai, Yukiko, and Dmitri K. Koustas. "Temporary work contracts and female labor market outcomes." Journal of Economic Behavior & Organization 208 (April 2023): 1–20. http://dx.doi.org/10.1016/j.jebo.2023.02.003.
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Ponomarenko, Oksana. "The problem of distinguishing between labour and civil contracts in the gig-economy." Actual problems of innovative economy and law 2024, no. 3 (April 26, 2024): 24–30. http://dx.doi.org/10.36887/2524-0455-2024-3-5.
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The author draws attention to the fact that the development of digital technologies has expanded the horizon of opportunities for the subjects of legal relations in which a person exercises the right to work. The subjects of these legal relations, independently exercising their freedom of will and acting in their interests, enter either a civil or an employment contract. However, given that in such legal relations, a person exercising the right to work is usually in the legal status of a weak party, society has faced the problem of abuse by employers. Employers have started giving labor relations, in essence, civil law structures, depriving employees of fundamental social and labor rights and guarantees or severely limiting them. In this regard, science, legislation, and judicial practice faced the problem of finding new approaches to distinguishing between civil and employment contracts, as the concepts of an employment contract established in science no longer correspond to modern conditions. Thus, with the emergence of remote work and other non-traditional forms of labor, the features of a traditional employment contract, which allowed distinguishing it from a contractor agreement, ceased to perform the distinguishing function. The article aims to formulate a new approach to defining the distinguishing features of an employment contract and a civil contract in the digital economy. The author’s analysis of legislation, scientific literature, and case law has concluded that an employment contract in the digital economy has variable features. This means there is a need for legislative consolidation of variants of the features of an employment contract. If two or more of them are present, this will allow recognition of an agreement under which a person exercises the right to work as an employment contract. At the same time, the article draws attention to the fact that a decision in this category of cases should meet the following requirements: The focus when deciding on the legal nature of the contract concluded should be on establishing which contract the person exercising his/her right to work intended. The court should avoid formalism and base its decision on facts. The primary purpose of such a decision is to effectively protect the labor and social rights of a person exercising the right to work. Keywords: right to labour, labour relations, employment contract, employee, employer, employment, remote work, freedom of will of the parties to the employment contract, social function of labour law, guarantees, IT sector, contractual regulation, amendment of an employment contract.
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Zhang, Cheng, Jirawan Deeprasert, and Songyu Jiang. "Psychological contract and turnover intention in luxury hotels." Problems and Perspectives in Management 22, no. 3 (July 11, 2024): 80–95. http://dx.doi.org/10.21511/ppm.22(3).2024.07.
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Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.
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Andrushko, A. "Establishing the fact of labor relations in court." Uzhhorod National University Herald. Series: Law 3, no. 75 (April 11, 2023): 84–87. http://dx.doi.org/10.24144/2307-3322.2022.75.3.14.
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In the field of labor law, the establishment of the fact of labor relations in court is investigated. It is emphasized that the importance of establishing the fact of labor relations lies in the fact that, in its presence, grounds are created for the employee to exercise labor rights, in particular to wages, guarantee, compensation and other social benefits, including benefits related to temporary disability, unfortunate accident at work or occupational disease, etc. Attention is drawn to the fact that in establishing the fact of labor relations, it should be taken into account that between an individual and a business entity, relations regarding the performance of work can arise both on the basis of an employment contract and on the basis of a civil law contract, at the same time, this depends on the nature of work. The theoretical research is conducted taking into account the optimization of labor legislation, that is, finding the best option, finding the optimal model for establishing the fact of labor relations, taking into account the martial law and adapting labor legislation to the standards of the European Union. It is emphasized that in order to avoid disputes about establishing the fact of labor relations, the employer, having a choice to enter into a civil or labor contract, must clearly delimit the scope of application of these contracts and compare it with the work for which the employee is hired. The actions of employers regarding providing employment contracts with the content of a civil law contract, failure to formalize labor relations with an employee who performed work without concluding an employment contract, hinder the realization of the employee's right to work, guaranteed by the Constitution of Ukraine and the Labor Code of Ukraine, as well as the right to social protection in case of unemployment, in case of temporary loss of working capacity, in the event of an accident at work or as a result of an occupational disease, the right to rest, annual paid vacations, the right to healthy and safe working conditions, the right to join trade unions, etc.
Dissertations / Theses on the topic "Contracts for work and labor"
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Menn, Annatina. "Interessenausgleich im Filmurheberrecht /." Zürich ;Basel ;Genf : Schulthess, 2008. http://www.gbv.de/dms/spk/sbb/recht/toc/591002051.pdf.
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Mulcahy, Francis S. "The effectiveness of partnering and source selection in job order contracting." Thesis, Springfield, Va. : Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA403569.
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Salim, Raya Said. "The consequences of unlawful and prohibited contracts of employment in labour law." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1041.
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The purpose of having labour laws in South Africa is to regulate employment contracts and the relationship between the employer and the employee. Once a legally binding contract comes into being the Labour Relations Act of 1995 automatically applies alongside the Basic Conditions of Employment Act and various other labour legislations. Common law rules play a vital role in the formation of an employment contract. For an ordinary contract to have legal effect, four basic requirements need to be met. Briefly, parties to the contract must have reached consensus, parties’ performance of their obligations must be possible, the conclusion and objectives of the contract must be lawful and that both parties to the contract must have the necessary capacity to conclude the contract. Once these requirements have been met one is said to have concluded a valid contract. Nevertheless for the purposes of this study, we focus specifically on the employment contract. Aside from the general common law requirements for a valid contract, for an employment contract to be recognised and protected by labour legislations, it is important to distinguish an employee from an independent contractor since only the former enjoys legal remedies afforded by labour law. Common law contractual rights and duties automatically apply once an employment relationship is established in addition to the rights and duties specified in the contract itself. Common law rules regarding morality plays a major role in our modern day societies, as shall be discussed the workforce has not been left untouched by this important principle. Morality greatly influences a society’s view concerning acceptable and unacceptable behaviour or practices. It goes without saying that a contract should not be contrary to the moral views of the society in which the parties find themselves in. A contract can be complying with all the statutory requirements for a valid employment contract; however it may at the same time be tainted with illegality as the object of performance is considered immoral in the society such as an employment contract to perform prostitution. Conversely, another scenario may involve a party to an employment contract who is a child below the age of 15 years old; the contract is invalid as it contravenes section 43 of the Basic Conditions of Employment Act. Despite clear statutory prohibitions this practice may be perfectly acceptable in the eyes and minds of the society. The purpose of this study is to evaluate prohibited and unlawful contracts of employments, how the law (both common law and statutory law) treats such contracts in the sense that; whether they are protected or not and to what extent these laws have been developed to influence modern attitudes concerning such contracts. One stark example is illustrated through case law where the court had to determine the validity of an employment contract concluded between an employer and an illegal immigrant.
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Doiron, Denise J. "Wage and employment contracts as equilibria to a bargaining game : an empirical analysis." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/27001.
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The object of this research is to study how unions and firms divide the surplus or rents available to them. Many instruments are used in practice to make this division, but standard micro data only includes two: wages and employment. I use a new approach to study wage and employment contracts as I consider them equilibrium points in a noncooperative bargaining game.
This work is an extension of wage-employment determination models, the extension being the incorporation of a bargaining model, specifically, a Rubinstein bargaining game. Given the objective functions of the two players, the wage and employment equations are specified by the equilibrium conditions for the game. Also, additional determinants of the contracts are identified. One of the characteristics of the model is that the wage and employment contracts are affected by the relative strike costs of the two negotiating parties even in the absence of strikes.
The data involve the B.C. wood products industry and the IWA, a powerful union believed to have been successful at capturing rents. The data include input and output quantities and prices and equations representing input demands and output supply are estimated simultaneously with the negotiated wage and employment equations. Four estimation models are derived corresponding to two bargaining frameworks and two sets of assumptions on the firms' technology. The two bargaining frameworks correspond to two polar cases that have been assumed in the wage-employment determination literature: in one case, the wage is set through bargaining while the employment level is chosen by the firm, in the second case, both the wage and employment level are negotiated. In one pair of models, output is treated as exogenous to the bargaining while in the second set of models, output is endogenous and capital is exogenous.
The bargaining game is successfully implemented in the sense that technology and union utility parameters are generally reasonable and comparable to previous estimates. Also, the determinants of relative strike costs enter significantly in the estimation. The union is seen to care about employment as well as the wage with slightly more weight being placed on the employment level. Rent maximization is always rejected. Bargaining powers are calculated at each data point and results indicate that the 1980's recession increased the relative power of the union. The hypotheses of equal bargaining powers and complete union bargaining power are tested and rejected. Also, the proportion of rents captured by the firm is found to be a poor indicator of its bargaining power.
Although the qualitative results mentioned above are robust across the four models, parameter values are generally sensitive to both the technology assumptions and the bargaining framework. Ignoring the simultaneity of wages, employment and other variables chosen by the firm can be very misleading. Finally, the model in which both wages and employment are negotiated consistently performs better than the framework in which employment is unilaterally set by the firm.Arts, Faculty of
Vancouver School of Economics
Graduate
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Yosifov, Martin. "Salary determination and contract length in Major League Baseball." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 154 p, 2006. http://proquest.umi.com/pqdweb?did=1257794751&sid=10&Fmt=2&clientId=8331&RQT=309&VName=PQD.
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Gauss, Tanja Claudine. "The extension of employment rights to employees who work unlawfully." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1569.
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South Africa has over the years and particularly since the enactment of our new Constitution, attracted an increasing number of foreigners. One of the main problems associated with the large number of illegal immigrants in this country is that they are placing strain on South Africa‟s already scare resources such as housing and healthcare. A further problem is that these illegal immigrants are competing with South Africans for jobs which are already scarce, and thus aggravating the unemployment situation. Nevertheless, these illegal immigrants are being employed and by virtue of their circumstances are easily exploited and often the victims of cheap labour, corruption, eviction and assault. Given that these workers are illegal immigrants not in possession of the required work permits, their employment is prohibited by the Immigration Act 13 of 2002. They are thus illegal workers. Another category of illegal workers are those, predominantly women, who are employed in an industry which offers easy income with no contractual obligations – the prostitution industry. Despite the prohibition of prostitution by the Sexual Offences Act 23 of 1957, the prostitution industry throughout South Africa continues to exist. These workers are also particularly vulnerable and easily exploited and abused by their employers. Illegal immigrants and sex workers in South Africa have until recently been denied access to the protection of our labour legislation, by virtue of the illegality of their employment contracts. However two recent controversial decisions, that of the Labour Court in the Discovery Health case, and that of the Labour Appeal Court in the Kylie case, have changed this position.
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FIRINU, ANTONIO. "UNDECLARED FLEXIBILITY. THE IRREGULARITIES IN NONSTANDARD WORK IN ITALY." Doctoral thesis, Università degli Studi di Milano, 2012. http://hdl.handle.net/2434/213807.
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The thesis focuses on new forms of irregularity emerging within the application of non-standard working contracts. By an empirical research in the province of Brescia and Cagliari it has been found that often non standard forms of employment are characterized by “gray areas” very difficult to identify within a clear legal framework. Precisely, flexible contractual arrangements, in particular self-employment contracts in Cagliari and illegal labour outsourcing in Brescia, are often used improperly by employers in order to lower production costs and sometimes disguise full-time subordinated working relations.
The ultimate aim of the paper is to draw an analytical picture over the flexibility-irregularity relationship in Italy. The theoretical assumption asserting that the increasing use of nonstandard form of employment has always a positive effect on the reduction of undeclared work, which is usually considered as a phenomenon never intersecting with the formal work regulation, is here criticized. This paper claims the existence of a parallel mechanism of complementarity between irregularity and flexibility whenever their interaction results in the creation of new forms of undeclared work.
The analysis finds here a new theoretical elaboration claiming the existence of a new management strategy here termed as “Undeclared flexibility” – meaning the practice of using part of the workforce in a flexible way within and outside the legal framework regulation according to the requirements of production, keeping the absolute level of tax payments at the minimum costs. The consequences on the supply side are the emergence of new social insecurities related to new type of irregularities.
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CARUSO, ANNA RITA. "Disciplina ed evoluzione della vigilanza fra mercato del lavoro regolamentato e sommerso." Doctoral thesis, Università degli studi di Bergamo, 2014. http://hdl.handle.net/10446/30681.
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The first chapter analyzes the relationship between the labor market and undeclared work, highlighting the principal problems concerning access to development factors. We present the models of the German and Danish labor market which inspired the Fornero reform, in particular, it shows the impact of the austerity measures and the consequent strategies in the short and long term. We define black work through an analysis of the measurement methods and present the latest parliamentary investigations on illegal employment, illegal hiring and white deaths. We describe the causes and effects of undeclared work, highlighting the economic cost and the perception of the phenomenon, and the legal nature of the offense. We investigate on the identity of illegal workers, analyzing risk groups: unemployed young people, temporary workers, illegal immigrants and women. We explore the areas and locations where informal work is more popular: service industry, agriculture, industry, with particular attention to the construction industry. Then we discuss the policy emerging from the undeclared work at European, national and regional level, studying in detail the congruence indexes.
The second chapter studies the forms of elusion of contracts and improper use of flexibility, focusing on some types easier to be eluded: internship, term contract, apprenticeship, temporary work, project work, job on-call, part-time, occasional work, VAT, joint venture and co-operatives.
The third chapter describes the evolution of legislation that regulates supervisory in the workplace, by L. 1361/1912 to D.L. 76/2013, c.d. “Job Policies”, highlighting the most important regulations that have had a direct impact in the inspective activity.
Finally, in the fourth chapter, we describe the organization of supervision in Italy compared to other countries such as France, Germany and Britain. Then, we analyze the principal instruments used by labor inspectors to combat illegal employment and the means available to the companies to defend against inspections.
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Bagdonaitė, de Jesus Kristina. "Terminuotos darbo sutarties sudarymo ir nutraukimo ypatumai." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2005. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2004~D_20050606_223505-83459.
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Conclusion and termination of fixed-term work agreements has influence on legal status of employees, work quality, efficiency of undertaking’s activity as well as provides parties with opportunities to individualize operating conditions and implement reasonable objectives, increases employment. In addition to common labour law norms, according to peculiarities of employment relations there are also rights and guaranties determined by special legal norms applied to fixed-term work agreements. With reference to summarized experience of national legal regulation in Lithuania and other foreign countries, European Union labour law acts, judicial practice and research work results of other authors this work deals with legal employment relationship existing between employer and employee in the process of conclusion and termination of a fixed-term work agreement and paying the main attention to their particularities in the whole of similar relations. It analyzes the machinery of given legal relations’ regulation. There is a conception of a fixed-term work agreement presented. It determines the parties of this legal relation and the content of a fixed-term agreement settled by them. Fixed-term employment meets labour market requirements in upsurge of flexible work organization forms. One of these forms is also a fixed-term work agreement.
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Thomson, Lisa. "Clerical workers, enterprise bargaining and preference theory : choice & constraint /." Access full text, 2004. http://www.lib.latrobe.edu.au/thesis/public/adt-LTU20050801.172053/index.html.
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Thesis (Ph.D.) -- La Trobe University, 2004. Submitted to the School of Social Sciences, Faculty of Humanities and Social Sciences.Includes bibliographical references (leaves 283-294). Also available via the World Wide Web.
Books on the topic "Contracts for work and labor"
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Riley, Joellen. Independent work contracts. Pyrmont, N.S.W: Thomson/Lawbook Co., 2007.
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Mark, Carley, and Industrial Relations Services, eds. Non-standard forms of employment in Europe: Part-time work, fixed term contracts andtemporary work contracts. London: Eclipse Publications, 1990.
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Hart, Oliver D. Contracts as reference points. Cambridge, Mass: National Bureau of Economic Research, 2006.
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Daniela, Giacobbe, and Virgadamo Pietro, eds. Il lavoro autonomo: Contratto d'opera. 2nd ed. Milano: Giuffrè, 2009.
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Lotmar, Philipp. Schweizerisches Arbeitsvertragsrecht: Forderungen an den Gesetzgeber : gesammelte Schriften. Bern: Stämpfli, 1991.
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Das, Kalyan. Labour contracts and work agreements in tea plantations of Assam. Noida: V.V. Giri National Labour Institute, 2002.
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Smith, Jonathan Kennon. Freedmen's labor contracts, Madison County, Tennessee, 1866-1867. [Jackson, Tenn.]: J.K.T. Smith, 1996.
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Bosworth, Derek L. Employment contracts, job tenure and work histories: Precarious employment in the UK. Coventry: University of Warwick, Institute for Employment Research, 1991.
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Gersdorf-Giaro, Małgorzata. Umowa o pracę, umowa o dzieło, umowa zlecenia. Warszawa: Wydawn. Prawnicze, 1993.
Find full textBook chapters on the topic "Contracts for work and labor"
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Ewing, K. D. "Zero Hours Contracts and International Labour Standards." In Work, Organization, and Employment, 195–213. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-6613-0_10.
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Kochan, Thomas A., and Lee Dyer. "How Labor can Contribute to a New Social Contract." In Shaping the Future of Work, 137–68. Abingdon, Oxon ; New York, NY : Routledge, 2021. | Series: Giving voice to values: Routledge, 2020. http://dx.doi.org/10.4324/9781003050001-6.
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Kremer, Monique, Robert Went, and Godfried Engbersen. "Everyone into Work." In Research for Policy, 111–40. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-78682-3_6.
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AbstractDespite successive Dutch governments emphasizing “jobs, jobs, jobs”, thousands of people who want to work have no jobs at all, never mind good jobs. Are new technologies, flexible contracts and the intensification of work helping or hindering vulnerable groups to stay in work - in good work in particular? This chaper seeks to answer these questions while analysing what is already being done to provide good work for all. Is the changing labour market opening new opportunities? We address the automation, flexibilization and intensification of work and discuss the need for active labour market policies.
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Styhre, Alexander. "New Forms of Work in the Post-corporate Economy: Venture Labor, Contract Work, and Freelancing." In Venture Work, 3–58. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-03180-0_1.
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Kremer, Monique, Robert Went, and Godfried Engbersen. "Better Work: Conclusions and Recommendations." In Research for Policy, 163–79. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-78682-3_8.
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AbstractGood work is crucial for our well-being but is under pressure from the application of new technologies, the use of flexible employment contracts and the intensification of work. In this book we have argued that achieving better work – good work for everyone who can and wants to work – is a crucial mission for policymakers, employers and labour organizations. In this final chapter we advance recommendations for how the government and other stakeholders can promote better work for more people.
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Varghese, Sangeeth. "Future of Work and Business." In Future of Business and Finance, 177–95. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-36382-5_15.
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AbstractOur professional lives are tightly integrated to the overall future of humanity on several dynamics including family, social identity, physical and mental health, and economy. In 2050, there would be sweeping transformation of the way we work. Europe and the United States will face a decline in population and a shortage of manpower, whereas population in Africa and Asia would continue to grow and act as a source of manpower for these regions. However, Africa and South Asia would continue to be plagued by the absence of infrastructure and capital. Labor force from these regions would migrate to the developed regions in search of better opportunities and improved livelihood. Across the world, unemployment among the youth would increase multifold, leading to severe political and social unrests, resulting in disintegration and implosion of many nation states. From a micro perspective, from an organizational point of view, by 2050, many of them would revert to social capital—trust and goodwill between individuals and their communities—to coordinate business activities compared to the current formal systems like business contracts, management policies, hierarchies, and bureaucratic rules. There would also be sprouting of micro-multinationals that would replace large multinationals of today. Business decisions being driven by real-time data analysis and predictive and actionable data would help them thrive.
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Kahveci, Erol, and Theo Nichols. "Work and Working Conditions 1 — The Division of Labour, Contracts, Hours and Wages." In The Other Car Workers, 99–125. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230209381_5.
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Shumilina, Vera, and Darya Pilyuk. "LEGAL FEATURES OF THE ORGANIZATION OF REMOTE LABOR OF EMPLOYEES." In Problems of the labor market of the Russian Federation and its legal support in the context of economic recession and pandemic, 75–83. au: AUS PUBLISHERS, 2021. http://dx.doi.org/10.26526/chapter_60252bdee06ea0.06138505.
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The chapter considers the concept of remote labor, its positive and negative aspects, the features of concluding an employment contract with employees in a remote format, as well as the legal features of organizing the work of employees remotely.
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Deamer, Peggy. "Architectural Contracts." In Architecture and Labor, 123–32. New York, NY: Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429325182-11.
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Nagata, Mary Louise. "Labor contracts and contract labor." In Labour Contracts and Labour Relations in Early Modern Central Japan, 53–67. London: Routledge, 2004. http://dx.doi.org/10.4324/9780203010075-4.
Full textConference papers on the topic "Contracts for work and labor"
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Golub, Jura. "CONTEMPORARY FORMS OF WORK WITH A DIGITAL FEATURE IN PRIVATE INTERNATIONAL LAW." In International Scientific Conference on International, EU and Comparative Law Issues “Law in the Age of Modern Technologies”. Faculty of Law, Josip Juraj Strossmayer University of Osijek, 2023. http://dx.doi.org/10.25234/eclic/28269.
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Digitalization has enabled the rapid development of the gig economy and changed the entire paradigm in such a way that through digitalization people are increasingly achieving their primary employment. As a result, there is a frequent occurrence of the phenomenon of digital nomads and platform workers. Although initially conceived as freelance jobs, in certain cases, the legal relationships of digital nomads or platform workers take on the characteristics of an employment relationship. To circumvent fiscal and labour obligations, digital nomads or platform workers are often defined in contracts as self-employed individuals or independent contractors, resulting in a deprivation of labour rights. Consequently, a challenge arises for European private international law in terms of the correct characterization regarding the legal relationship and, subsequently, the application of the appropriate conflict of law rule to determine the applicable law.
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Ladaru, Raluca Georgiana, Sorin Burlacu, Corneliu Guţu, and Svetlana Platagea Gombos. "Human resources management - labor crisis." In International Scientific Conference “30 Years of Economic Reforms in the Republic of Moldova: Economic Progress via Innovation and Competitiveness”. Academy of Economic Studies of Moldova, 2022. http://dx.doi.org/10.53486/9789975155649.29.
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The labor force is important in terms of the results obtained in the national economy. In general terms, labor, according to the theories of some economists, is a major factor in production. Along with the capital and financial-material resources, the work comes to complete, from a factorial point of view, the conditions for obtaining the best possible production. The labor force must be interpreted as part of the employed population, which operates on the basis of an employment contract. In the concrete situation of Romania, the number of employees is completed with the number of unemployed who together constitute the employed population in Romania. As a rule, the labor force must be recruited from the unemployed population, the population that is made up of the unemployed or is the active population, without fulfilling the conditions to pass into the category of the employed population. In this context, the territorial employment offices pursue persons registered as unemployed, who are thus considered or as a jobseeker. Labor market rigidity is becoming an increasingly important issue in the wake of the shocks associated with economic crises. The labor market has faced major changes in the context of the economic transition process, manifested by the reduction of the active and employed population, maintaining the unemployment rate at constant values. The labor market is generally affected by the limited capacity to create new jobs. This paper involved identifying issues related to the labor crisis, both globally and in Romania.
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Ilić, Dušan. "NOTION AND CONTENT OF THE CONTRACT OF PROFESSIONAL ENGAGEMENT CONCLUDED BETWEEN ENTREPRENEUR COACH AND AN ATHLETE." In International scientific conference challenges and open issues of service law. Vol. 1. University of Kragujevac, Faculty of law, 2024. http://dx.doi.org/10.46793/xxmajsko1.291i.
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The Law on Sports of the Republic of Serbia from 2016 foresees two contracts that can be the basis for the engagement of sports professionals – a labour contract and a contract of professional engagement. And while the labour contract is reserved exclusively for situations in which a sports coach is hired by organisations in the area of sports, one of the characteristics of the contract on professional engagement is reflected in the fact that in the role of the other contracting party an athlete can appear. This possibility is given to athletes who intend to hire a coach who is performing professional work in sports independently. Today – when due to pronounced commercialization, the active participation of coaches is a very important factor in achieving significant sports results - contracts of professional engagement concluded between coaches and athletes are gaining more importance. Therefore, the author analyzes certain aspects of this contract in the paper. After the presentation on the specifics that characterize the legal position of an coach who services of professional work in sports perform in an adequate form of entrepreneurship, attention is paid to the very notion of a contract of the professional engagement and its most significant legal features. Аlso, the subject of consideration are the ingredients on which the coach and the athlete must reach agreement in order for the contract to be formed (significant elements of the agreement).
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Petrović, Jovana. "USLUGE AGENCIJA ZA PRIVREMENO ZAPOŠLjAVANjE." In XV Majsko savetovanje: Sloboda pružanja usluga i pravna sigurnost. University of Kragujevac, Faculty of Law, 2019. http://dx.doi.org/10.46793/xvmajsko.527p.
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Temporary agency work is an atypical form of employment that is becoming more frequently used as an alternative to standard labour relationship. It is a complex, ‘triangular’ legal relationship, which involves temporary-work agency, employee employed by the agency and a user firm, to which the agency assigns the employee. This is not a new legal institute, but it has become popular and somewhat legally regulated in the territory of the former SFRY in the last ten years. The Republic of Serbia does not have regulations that would regulate this specific issue, although these agencies exist in practice and in large numbers operate in the labor market of Serbia. However, Serbia has taken a step on the road to that. Namely, the Ministry of Labor has published the Draft Law on Agency Employment with the aim of providing legitimate employment and guaranteeing a working position of the transferred workers who are guaranteed to the employees with the employer. By introducing the legal framework for work through the temporary employment agency, the labor legislation of the Republic of Serbia is harmonized with the international standards of the ILO and the EU. By clearly defining the temporary employment agencies and specifying the conditions for their work, the rights and obligations of persons who conclude an employment contract with the temporary employment agency for the purpose of assigning temporary employment to the employer, and other mutual rights and obligations of the employees, agencies and employers of the users, This area and maximally protect the so-called. agency employees. Namely, agency employees will receive equal wages and other basic working conditions, safety and health at work and other working conditions applicable to employees directly employed by the employer-user (according to which the order and instructions of the agency employee work).
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Al Balushi, Yahya Abdullah, Ibrahim Mohamed Bait Ishaq, Ahmed Abdullah Al Naamani, and Bharat Narayan Seth. "Advance Work Packaging and Workface Planning ADAA." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210850-ms.
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Abstract: Within Petroleum Development Oman (PDO), traditional projects execution is the norm in portfolio projects, where the focus is on defining the scope of engineering, then moving on to procurement, followed by construction, pre-commissioning, and finally start-up. This leads to productivity challenges during execution due to limited Workfront availability to labour on site, ideal time due to material unavailability, late changes, and many challenges when moving away from construction to commissioning. ADAA (PDOs Advance Work Packaging and Workface planning application) project initiative was focused on implementing AWP and WFP processes and utilising technology platforms in medium, small size and portfolio projects, which helps the contractors to improve their productivity in the selected projects and obtain alignment as early as "select phase" for a construction driven process. It has several objectives to achieve, such as process improvement starting from basis of design up to final acceptance, implementing Advance Work Packaging and Workface planning application (AWP and WFP) methodologies in medium size and Portfolio projects, digitalise the AWP and WFP process within PDO and improve hands on-tool time (HOTT) by ten percentage. PDO has improved construction efficiency and progress control by providing AWP methodology with electronic workflow control, that improves construction project scalability and support quick project start-up within projects. It is built within PDO's Engineering Datawarehouse (EDW) platform which gives smooth access to documents. In addition, PDO has avoided cost by optimising in-house resources, leveraging existing contracts (right partnerships) and systems and in-house sourcing for AWP/WFP subject matter experts. Also, it has proved that it supports in improving lifecycle management which is consistent with PDO's digital twin vision by centralising and maintaining plant information, adding construction data to the full plant lifecycle management.
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Kowarsch, Dandan, and Jingyu Wang. "The Impact of Refugees on Economic Growth in Latin America and the Caribbean." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002294.
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The aim of this article is to explore the relationship between refugees and the host country’s economic growth in Latin America and the Caribbean using a simulation modeling approach. There is a large body of work on the topic using statistics. However, one big challenge of conducting econometrics methods to unveil any correlation is that regressions are data dependent. Since the current available refugee data doesn’t truly represent the reality as there has been a quite substantial number of unregistered Venezuelan refugees in Latin America and Caribbean region since 2015. Using agent-based simulation modeling approach overcomes the challenges of data issue and passes by strict assumptions for an OLS regression to produce BLUE outcomes. In our ABM model, agents represent labors, defined as age between 16 and 65, and Venezuelan refugees. To evaluate the impact on gender inequality on employment in the host country, despite of age, agents also carry the attributes of gender, work capability, average education years, birth (matured female only), and death. Three countries Venezuela, Colombia, and Chile are modeled as patches in Netlogo . Countries own the attributes of GDP and GDP per capita at macro level. The simulated result based on the initial values suggests that in Latin America and the Caribbean, refugee growth and host country’s economy are positively correlated. In contrast, the simulated results suggest that the higher fertility rate negatively affects the labor value added outcomes. It could imply the more female refugees in the host country, the lower GDP will be. We also found that the life expectancy is correlated to economic growth, labor’s work capacity, and education years. Life expectancy could be an indicator of the overall quality of human capital. In brief, the findings might imply labor value added output or labor capacity is the driver of economic growth.
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Radulović, Uroš. "AGENCIJSKO ZAPOŠLjAVANjE." In XV Majsko savetovanje: Sloboda pružanja usluga i pravna sigurnost. University of Kragujevac, Faculty of Law, 2019. http://dx.doi.org/10.46793/xvmajsko.515r.
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Considering that there is no law in the Republic of Serbia that stipulates the rules on the establishment of employment through specialized agencies, the subject of the research will be directed to agency employment. The Ministry of Labor came up with a draft law on agency employment, whose adoption is expected this year. Based on the draft, it can be concluded that this form of employment is a novelty in labor law, which has "lived" in practice without legal regulation so far. So for the first time we have one law, which stipulates that all the employees who work through the agency (on "leasing") will have a labor contract and the same working conditions in the future as well as employees with the employer. By studying this topic, the rules will be analyzed, envisaging the future Law on Agency Employment, the rules contained in the Labor Law and other applicable regulations. At the same time, an analysis of the comparative law, establishment and operation of employment agencies, their importance, as well as proposals for further regulation of the issue of leasing of labor or transfer of employees will be carried out.
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Harbison, M., W. Koon, V. Smith, P. Haymon, and T. D. Huang. "Optimized and Standardized Foundations for Naval Ships." In SNAME 5th World Maritime Technology Conference. SNAME, 2015. http://dx.doi.org/10.5957/wmtc-2015-279.
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As a result of enhanced performance and mission requirements for Navy ships, ship design has dramatically increased the use of higher strength, lightweight steels and various local reinforcements, e.g., deck inserts, ring stiffeners, etc., in foundation designs to satisfy the design requirements for supporting machinery, consoles, and weapon systems among others. In additional to operational loading requirements, most of these foundations must also be designed to satisfy shock, vibration and other combat system requirements. While the same piece of equipment may be used in other ship contracts, the foundations are uniquely designed and require a separate analysis and drawing package. Computer modeling and Finite Element Analysis (FEA) have helped reduce the labor required to analyze foundations, but the high number of “unique” foundations as well as changes which necessitate a new analysis still create a large workload for engineers. This is further compounded by increased costs in production due to greater numbers of unique parts and materials that must be marked, stored, and retrieved later for fabrication. In this paper, we have developed a cost-savings potential of leveraging past foundations work in designing, analyzing, and drawing foundations in the future. The research team was able to estimate that, through a new design process that fully integrates previous foundations work, there is a potential for up to 40% savings on engineering foundations labor and up to 10% savings on production costs of foundations. The team also developed a blank “template” database that can be downloaded and customized to meet each shipyard’s needs for storing and accessing foundation design information.
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Bandaranayake, BMHD, and MD Rathnayake. "The effect of labour productivity on successful completion of major contracts during the COVID pandemic in Sri Lanka." In 10th World Construction Symposium. Building Economics and Management Research Unit (BEMRU), University of Moratuwa, 2022. http://dx.doi.org/10.31705/wcs.2022.67.
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The COVID-19 outbreak is the greatest global health crisis in many years. It has had a dramatic effect on workforces and workplaces all around the world. The construction industry has been significantly affected by the COVID-19 pandemic and has been challenged to improve the safety and wellbeing of its workforce and control the collapse of construction productivity. The objectives of this study were to identify and rank the factors affecting lack of labour productivity in major contracts during the COVID pandemic and effect of labour productivity on successful project delivery in major contracts during the COVID pandemic in Sri Lanka and to recommend management strategies to combat them. A thorough literature search on recently published literature, industry experiences, reports, and other related documents was performed to collect and categorize the required data. 40 COVID-19 challenges were identified, and the results revealed that 19 factors including absenteeism at work site, travel restrictions, supply chain disruptions, cash flow delays and social isolation due to teleworking. 27 strategies were identified to overcome these challenges, and 14 results demonstrated including avoid material shortage at the site, conduct a risk analysis, create an end-end supply chain map, initiate flexible work schedules to promote social distancing, increase of hygiene of construction. The findings of this study will help the project managers and authorities in the construction industry understand the challenges of the pandemic and adopt effective strategies that will improve the health and safety of their workforce.
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Harbison, M., W. Koon, V. Smith, P. Haymon, D. Niole, and T. D. Huang. "Standardized Foundations Database for Combat Systems." In SNAME Maritime Convention. SNAME, 2014. http://dx.doi.org/10.5957/smc-2014-p24.
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As a result of enhanced performance and mission requirements for Navy ships, ship design has dramatically increased the use of higher strength, lightweight steels and various local reinforcements, e.g., deck inserts, ring stiffeners, etc., in foundation designs to satisfy the design requirements for supporting machinery, consoles, and weapon systems among others. In additional to operational loading requirements, most of these foundations must also be designed to satisfy shock, vibration and other combat system requirements. While the same piece of equipment may be used in other ship contracts, the foundations are uniquely designed and require a separate analysis and drawing package. Computer modeling and Finite Element Analysis (FEA) have helped reduce the labor required to analyze foundations, but the high number of “unique” foundations as well as changes which necessitate a new analysis still create a large workload for engineers. This is further compounded by increased costs in production due to greater numbers of unique parts and materials that must be marked, stored, and retrieved later for fabrication. This goal of this project was to determine the cost-savings potential of leveraging past foundations work in designing, analyzing, and drawing foundations in the future. By the project’s conclusion Ingalls will have created a database for rapid access to previously-generated foundation information, the framework of which will be publicly available for all shipyards to populate with their own foundation information.
Reports on the topic "Contracts for work and labor"
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Dolado, Juan J., Etienne Lalé, and Hélène Turon. Zero-hours Contracts in a Frictional Labor Market. CIRANO, January 2022. http://dx.doi.org/10.54932/hvdc9170.
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We propose a model to evaluate the U.K.’s zero-hours contract (ZHC) – a contract that exempts employers from the requirement to provide any minimum working hours, and allows workers to decline any workload. We find quantitatively mixed welfare effects of ZHCs. On one hand they unlock job creation among firms that face highly volatile business conditions and increase labor force participation of individuals who prefer flexible work schedules. On the other hand, the use of ZHCs by less volatile firms, where jobs are otherwise viable under regular contracts, reduces welfare and likely explains negative employee reactions to this contract.
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Samaniego de la Parra, Brenda, Andrea Otero-Cortés, and Leonardo Fabio Morales. The Labor Market Effects of Part-Time Contributions to Social Security: Evidence from Colombia. Banco de la República, October 2021. http://dx.doi.org/10.32468/dtseru.302.
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In 2014, Colombia implemented a policy that added flexibilization to labor contracts for part-time workers that reduced the quasi-fixed costs of employing formal workers. We find that the reform increased the probability of entering the formal sector within the targeted population: low-wage, part-time workers. We use administrative employer-employee matched data and leverage variation across cities and industries in demand for part-time work before the reform. We find that, after the tax reform, the change in the total number of formal workers is 6 percentage points higher at firms that use the new contracts relative to their counterparts that choose not to hire low-wage, formal, part-time workers under the new tax form. Mean daily wages temporarily declined after the reform.
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Suleman, Fátima, and Abdul Suleman. The outsourcing of household tasks and labour contracts in paid domestic work in Portugal. DINÂMIA'CET-IUL, 2011. http://dx.doi.org/10.7749/dinamiacet-iul.wp.2011.14.
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Castellani, Francesca, Nataly Obando, and Luis Eduardo Arango. It is Mainly About Where You Work!: Labor Demand in the Colombian Manufacturing Sector. Inter-American Development Bank, August 2016. http://dx.doi.org/10.18235/0011760.
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Using the Colombian Annual Manufacturing Survey (EAM) between 2000 and 2013, this paper investigates the existence of heterogeneity in the labor demand within the industrial sector. Long run own-price, output and TFP elasticities vary across a variety of dimensions such as regions, sectors and plant sizes depending on workers' skills and contract modalities (open-ended or temporary). Hence, it matters where one works. Such disparities should be taken into account in the design of policies that promote labor market performance, as outcomes, beyond intentions, are unlikely to be homogenous.
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Lakdawala, Leah K., Diana Martínez Heredia, and Diego A. Vera-Cossio. The Impact of Expanding Worker Rights to Informal Workers Evidence from Child Labor Legislation. Inter-American Development Bank, January 2023. http://dx.doi.org/10.18235/0004689.
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We study the effects of a Bolivian law that introduced benefits and protections for child workers (who are overwhelmingly informal workers) and lowered the de facto legal working age from 14 to 10. We employ a difference-in-discontinuity approach that exploits the variation in the laws application to different age groups. Work decreased for children under 14, whose work was newly legalized and regulated under the law, particularly in areas with a higher threat of inspections. The effects appear to be driven by a reduction in the most visible forms of child work, suggesting that firms may have reduced employment of young children to minimize the risk of being inspected. In contrast, we nd that more formal channels of adjustments - such as increased costs of hiring due to the costs of complying with the new law - are unlikely to explain the overall decline in the work of young children.
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Santhya, K. G., A. J. Francis Zavier, Snigdha Banerjee, and Shilpi Rampal. Ethical recruitment and employment in the construction industry in India: Perspectives and experiences of workers and micro-contractors. Population Council, 2022. http://dx.doi.org/10.31899/sbsr2022.1037.
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In India, the construction industry is the second-largest employer, with 51 million workers currently employed. Contracting and subcontracting has contributed to the rise of intermediary labor contractors, who provide migrants with information about labor markets and bring them to construction sites for work. Engagement in physically demanding low-skill jobs, low wages, harsh working conditions, and often deplorable living arrangements characterize the lives of many migrant construction workers. The Population Council, in partnership with the Global Fund to End Modern Slavery and the Norwegian Agency for Development Cooperation, undertook a qualitative study to explore the nature of the labor supply chain in the construction industry and the relationship between workers, micro-contractors, other contractors, and construction firms/companies. The study also explored vulnerabilities faced by migrant construction workers, perceptions of workers and micro-contractors about ethical recruitment and employment practices, and challenges faced by micro-contractors in following these ethical recruitment and employment practices. Twenty-five micro-contractors and 236 workers were interviewed from June to August 2022 in construction sites in Bengaluru and Delhi in India.
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CORPS OF ENGINEERS WASHINGTON DC. Contracts: Labor Relations. Fort Belvoir, VA: Defense Technical Information Center, August 2001. http://dx.doi.org/10.21236/ada404245.
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Santhya, K. G., A. J. Francis Zavier, Shilpi Rampal, and Avishek Hazra. Promoting safe overseas labour migration: Lessons from ASK’s safe migration project in India. Population Council, 2022. http://dx.doi.org/10.31899/sbsr2022.1038.
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More than a quarter of all overseas Indians resided in Gulf Cooperation Council (GCC) countries in 2020. Migration to Gulf countries is dominated by unskilled and semi-skilled workers who work on a contract basis and who must return home once their contract expires. The Indian government has introduced measures to promote safe overseas migration for work, but labor exploitations in the India-GCC migration corridors are widely documented. The Global Fund to End Modern Slavery (GFEMS) in partnership with the Norwegian Agency for Development Cooperation (Norad) supported the Association for Stimulating Know-how (ASK) in pilot-testing a project to build a safe labor migration ecosystem in source communities in Bihar and Uttar Pradesh, India. The project established Migrant Resource Centres (MRCs), integrated six intervention activities, and worked with Civil Society Organizations to build their internal systems and resilience to establish, sustain, and effectively run MRCs and provide services. The Population Council in partnership with GFEMS and Norad undertook a community-based quantitative study to assess male migrants’ awareness of and engagement with ASK’s project. The success in improving male migrants’ knowledge about safe migration pathways was also examined.
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Gómez, Maria Fernanda, and Carolina González-Velosa. Can a Pay-for- Performance Program Help the Vulnerable find Jobs during a Pandemic?: Experimental Evidence from Empleate in Colombia. Inter-American Development Bank, July 2023. http://dx.doi.org/10.18235/0005029.
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During a period of COVID-19-induced job losses and mobility restrictions, the government of Colombia's launched Empléate, an innovative Pay-for-performance (P4P) program that targeted impoverished and vulnerable workers. Empléate operated at a national scale and had a novel financial arrangement: in contrast to traditional programs wherein service providers are remunerated based on their activities, service providers in Empleate only received payments based on successful placement of participants into formal employment. They were also granted premia for sustaining participants in formal jobs months for 3 to 6 months after insertion. This article presents the results of a randomized impact evaluation of Empleate conducted between September 2020 to April 2021. The Intention-to-Treat (ITT) estimates show that program participants were 9% more likely to secure a formal job five to eight months post-treatment. Impacts were larger among men and among individuals with work experience in sectors less affected by the pandemic, with the impacts rising to 22% and 17% respectively. There is no evidence of impacts among women and among individuals without secondary education. These ITT impacts likely underestimate real Average Treatment Effects (ATE) due to issues of imperfect compliance. Complementary analysis from survey data suggests creaming, underscoring the importance of ensuring an adequate allocation of financial risk on P4P contracts. Nevertheless, many design features are promising and positive impacts are noteworthy considering the adverse repercussions in Colombia's formal labor market inflicted by the pandemic.
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Bakhtiar, M. Mehrab, Abu Sonchoy, Muhammad Meki, and Simon Quinn. Virtual Migration through Online Freelancing: Evidence from Bangladesh. Digital Pathways at Oxford, August 2021. http://dx.doi.org/10.35489/bsg-dp-wp_2021/03.
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Youth unemployment is a major issue in many developing countries, particularly in locations not well connected with large urban markets. A limited number of available job opportunities in urban centres may reduce the benefit of policies that encourage rural–urban migration. In this project, we investigated the feasibility of ‘virtual migration’, by training rural youth in Bangladesh to become online freelancers, enabling them to export their labour services to a global online marketplace. We did this by setting up a ‘freelancing incubator’, which provided the necessary workspace and infrastructure – specifically, high-speed internet connectivity and computers. Close mentoring was also provided to participants to assist in navigating the competitive online marketplace. We show the exciting potential of online work for improving the incomes of poor youth in developing countries. We also highlight the constraints to this type of work: financing constraints for the high training cost, access to the necessary work infrastructure, and soft skills requirements to succeed in the market. We also shed light on some promising possibilities for innovative financial contracts and for ‘freelancing incubators’ or ‘virtual exporting companies’ to assist students in their sourcing of work and skills development.