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Journal articles on the topic 'Employee rights'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

King, M. M. "AIDS. Employer and employee rights." Health Policy 14, no. 1 (1990): 49. http://dx.doi.org/10.1016/0168-8510(90)90334-a.

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2

King, Marilou M. "AIDS: Employer and employee rights." Journal of Legal Medicine 9, no. 4 (1988): 587–99. http://dx.doi.org/10.1080/01947648809513548.

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3

Akhtar, M. Ramzan. "An Islamic Framework for Employer-Employee Relationships." American Journal of Islam and Society 9, no. 2 (1992): 202–18. http://dx.doi.org/10.35632/ajis.v9i2.2555.

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IntroductionIslamic teachings envisage a balanced society achieved through thefunctioning of Islamic institutions. This paper visualizes three main institutions:ukhiwah, ‘adl, and ihsan. Ukhuwah (brotherhood) promotes the bonds ofbrotherhood, and ‘adl (justice) enforces a system of individual and socialobligations. Islam stresses the importance of meeting one’s obligations, becauseeach obligation has its corresponding right. Thus, an individual’s effort to meethidher obligations leads to the fulfillment of everyone’s rights. This does notmean that Islam forbids one from demanding hidher rights

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4

Vikrant, Hooda1 &. Kiran2. "Employee Rights and Responsibilities." Science World a monthly e magazine 3, no. 7 (2023): 1614–15. https://doi.org/10.5281/zenodo.8187625.

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Employees have certain rights and responsibilities in the workplace. These rights and responsibilities are typically defined by law or by contract. Some of the most important employee rights include: <strong>Employee Rights</strong> The right to be treated fairly and with respect The right to a safe and healthy work environment The right to privacy The right to be paid fairly The right to join a union The right to file a complaint with the Equal Employment Opportunity Commission (EEOC) if they believe they have been discriminated against

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5

Tkachenko, Olha. "Forced absenteeism: employee rights and employer responsibility." Aktual’ni problemi pravoznavstva 1, no. 3 (2024): 75–81. https://doi.org/10.35774/app2024.03.075.

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6

Feldman, Daniel C., and Brian S. Klaas. "Temporary workers: Employee rights and employer responsibilities." Employee Responsibilities and Rights Journal 9, no. 1 (1996): 1–21. http://dx.doi.org/10.1007/bf02622437.

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7

Shishulina, Tat'yana Petrovna. "Judicial protection of workers' labor rights: problems of implementation." Юридические исследования, no. 9 (September 2023): 108–26. http://dx.doi.org/10.25136/2409-7136.2023.9.40955.

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The object of the study was the legal relations arising between the subjects of labor law regarding the protection of the labor rights of employees. The subject of the study includes theoretical and practical foundations of judicial protection of workers' labor rights. The author analyzes the judicial method of protecting the labor rights of employees, and also identifies problematic aspects of their practical application. In particular, the author noted that the employee, being the most vulnerable party of labor relations, needs more protection from the state. As a result, the current system

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8

Lloyd, Reggie. "The Data Protection Act: employee rights, employer obligations." In Practice 24, no. 5 (2002): 288–90. http://dx.doi.org/10.1136/inpract.24.5.288.

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9

Malienko, O. V., and L. V. Vakariuk. "Digital control in the workplace: the interest of the employer and the right to privacy of the employee." Analytical and Comparative Jurisprudence 1, no. 3 (2025): 530–35. https://doi.org/10.24144/2788-6018.2025.03.1.81.

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The article is devoted to the study of digital control in the workplace from the standpoint of a balance between the interest of the employer and the right to privacy of the employee. It is noted that the employer’s control over the performance by employees of their labor duties is one of the main signs of labor relations. The article is aimed at researching digital monitoring and control at the employee’s workplace in the context of ensuring the right to privacy of the employee. Attention is drawn to the fact that the current Labor Code of Ukraine does not contain general norms on the concept

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10

McCall, John J. "Employee Voice in Corporate Governance: A Defense of Strong Participation Rights." Business Ethics Quarterly 11, no. 1 (2001): 195–213. http://dx.doi.org/10.2307/3857877.

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Abstract:This article surveys arguments for the claim that employees have a right to strong forms of decision-making participation. It considers objections to employee participation based on shareholders’ property rights and it claims that those objections are flawed. In particular, it argues the employee participation rights are grounded on the same values as are property rights. The article suggests that the conflict between these two competing rights claims is best resolved by limiting the scope of corporate property rights and by recognizing a strong employee right to co-determine corporat

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11

Garland, Howard, Jane Giacobbe, and J. Lawrence French. "Attitudes toward employee and employer rights in the workplace." Employee Responsibilities and Rights Journal 2, no. 1 (1989): 49–59. http://dx.doi.org/10.1007/bf01385028.

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12

John, Kose, Anzhela Knyazeva, and Diana Knyazeva. "Employee rights and acquisitions." Journal of Financial Economics 118, no. 1 (2015): 49–69. http://dx.doi.org/10.1016/j.jfineco.2015.06.001.

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13

Antić, Aleksandar. "Legal consequences of employee's death." Zbornik radova Pravnog fakulteta Nis 64, no. 104 (2025): 227–43. https://doi.org/10.5937/zrpfn1-52609.

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An employment relationship is a legal relationship which, like any other legal relationship, ceases to produce its legal consequences in case one of the contracting parties ceases to exist. Thus, the employment contract does not have legal consequences if the employer ceases to exist, through bankruptcy or liquidation, but also in the event of the employee's death. Upon a natural person's death, his/her rights and obligations cease and are transferred to his/her heirs. However, all rights of a natural person are not inheritable, but only those related to property law, while those that are rela

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14

Miodrag, Pešić. "LJUDSKA PRAVA NA RADNOM MJESTU – PRAVO NA PRIVATNOST." Glasnik prava 13, no. 2 (2022): 3–23. http://dx.doi.org/10.46793/gp.1302.03p.

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Human rights are acquired by birth and as moral principles that determine behaviour, they are deeply embedded in the foundations of every modern society. Thus, the right to respect for private life, as a human right guaranteed to all citizens, found its place in national and international documents. However, the right to respect for private life, in terms of the working environment of an employee, may overlap with some other rights of an employee and as such, besides being very often in collision with the rights and interests of an employer due to the characteristics of a certain legal system,

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15

Park, Susan. "Employee Internet Privacy: A Proposed Act that Balances Legitimate Employer Rights and Employee Privacy." American Business Law Journal 51, no. 4 (2014): 779–841. http://dx.doi.org/10.1111/ablj.12039.

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16

Nkechi Emmanuella Eneh, Seun Solomon Bakare, Adekunle Oyeyemi Adeniyi, and Chidiogo Uzoamaka Akpuokwe. "MODERN LABOR LAW: A REVIEW OF CURRENT TRENDS IN EMPLOYEE RIGHTS AND ORGANIZATIONAL DUTIES." International Journal of Management & Entrepreneurship Research 6, no. 3 (2024): 540–53. http://dx.doi.org/10.51594/ijmer.v6i3.843.

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This review delves into the dynamic landscape of contemporary labor laws governing the relationship between employers and employees, and encapsulates the evolving facets of labor rights and organizational responsibilities in the current milieu. The shifting paradigm of labor law reflects a growing emphasis on safeguarding employee rights. Recent trends indicate a heightened focus on inclusivity, non-discrimination, and diversity in the workplace. Legislative reforms and judicial interpretations have sought to fortify the rights of marginalized groups, encompassing gender, race, sexual orientat

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17

Szymura, Monika. "Employee’s work on the grounds of Polish Copyright Law." Ekonomia i Prawo 20, no. 4 (2021): 875–86. http://dx.doi.org/10.12775/eip.2021.052.

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Motivation: Employees’ works are crucial in practice. The validity and need for discussions on the rights of the employer to the employee’s work is justified by the increasing concern for the observance of copyright, and also for employee–employer relations. By entering into an employment relationship, both parties must be aware of their rights and obligations. Aim: This article presents the issue of copyright status of an employee’s work regulated in the Article 12 and 13 of the Act on copyright and related rights. The considerations focus on the legal relationship between the employer

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18

Kweku, Ainuson. "Protecting Employees' Rights During Insolvency in Ghana: A Critical Analysis." INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND ANALYSIS 08, no. 04 (2025): 2153–67. https://doi.org/10.5281/zenodo.15379445.

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The increasing number of corporate insolvencies in Ghana has significant implications for employees, who often face uncertainty and vulnerability in the event of their employer's insolvency. This research aims to analyse the current legal framework governing employee rights during insolvency proceedings in Ghana. The paper then identifies gaps and challenges in protecting employee rights with a view to proposing recommendations for reform and improvement. The study reveals that while Ghanaian law provides some protections for employees, such as priority payment of wages and benefits, there are

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19

Świątkowski, Andrzej Marian. "LEGAL TERMS AND RELATIONSHIP BETWEEN LABOUR LAW AND EMPLOYMENT LAW." Roczniki Administracji i Prawa 3, no. XXII (2022): 35–52. http://dx.doi.org/10.5604/01.3001.0016.2393.

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The author considers the possibility of replacing the legal terms: work, labour law, employment relations with such terms as employment, employment law and employment relations. In his opinion, such a change in legal terminology is not justified. This is because not all employed persons have the legal status of an employee. Already in the interwar period, the legalnorms in force at that time did not consider civil law services consisting in providing work as employment under an employment relationship. In the currently binding Polish Constitution andin the provisions of the Labour Code, the te

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20

Demidov, N. V., and E. A. Ilyin. "Employee Abuse: Typical Case Studies." Juridical Science and Practice 15, no. 4 (2020): 29–34. http://dx.doi.org/10.25205/2542-0410-2019-15-4-29-34.

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The article draws attention to the gap in the legal regulation of relations on the abuse of subjective labor rights by the employee. As a source of information, acts of official interpretation, judicial acts on cases of abuse of labor rights were used. The most typical, frequently encountered examples of abuses from the point of view of domestic courts are examined – disproportionately large severance pay, employee evasion from getting a work book, hiding a certificate of incapacity for work, hiding union membership. A proposal is made to improve enforcement in the field of abuse of labor righ

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21

Ludiyatno, Evita Febriani, and Eko Fajar Cahyono. "PERSEPSI PENILAIAN HAK DAN KEWAJIBAN KETENAGAKERJAAN ISLAM PERSPEKTIF CHAUDHRY PADA KARYAWAN BANK JATIM SYARIAH1)." Jurnal Ekonomi Syariah Teori dan Terapan 6, no. 11 (2020): 2216. http://dx.doi.org/10.20473/vol6iss201911pp2216-2223.

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This study aims to determine the assessment of the rights and obligations of Islamic laborers from the perspective of Chaudhry. Employee rights include receiving the same treatment, getting a price specialization, being treated well, getting the right salary, not given a job beyond his ability, getting medical assistance. Whereas employee obligations include having a sincere and uplifting spirit and having a good religious nature case studies on the employees of Bank Jatim Syariah Central Surabaya and Sidoarjo. This research uses a quantitative descriptive approach with simple tabulations.Keyw

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22

TIDD, RONALD R., and NANCY GRABER PIGEON. "EMPLOYER AND EMPLOYEE RIGHTS AND RESPONSIBILITIES IN A NETWORKED OFFICE." Journal of Individual Employment Rights 10, no. 4 (2002): 337–47. http://dx.doi.org/10.2190/llj0-61pu-j8dg-029f.

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23

Decker, Kurt H. "Employee Privacy Rights Challenge Employer Screening Techniques for The 1990s." Journal of Individual Employment Rights 1, no. 2 (1992): 105–14. http://dx.doi.org/10.2190/whcu-6vml-7u22-v20n.

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24

Kuchina, Yu A. "Some Problems of Employees Exercising The right to Information." Voprosy trudovogo prava (Labor law issues), no. 10 (October 30, 2021): 764–69. http://dx.doi.org/10.33920/pol-2-2110-05.

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The right of an employee to complete reliable information on working conditions and occupational safety requirements is not always accompanied by a clear mechanism for its realization. The article justifies the need to establish in the labor law the obligations of the employer to respond to written requests of the employee, to take into account the characteristics of the employee in the perception of information. The author also proposes not to limit the scope of information exclusively to labor protection issues, but to inform employees about their labor rights in general.

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25

Goergen, Marc, Salim Chahine, Chris Brewster, and Geoffrey Wood. "Trust, Owner Rights, Employee Rights and Firm Performance." Journal of Business Finance & Accounting 40, no. 5-6 (2013): 589–619. http://dx.doi.org/10.1111/jbfa.12033.

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26

Abraham, Steven. "Benefits of providing Weingarten rights for nonunion employees." Strategic HR Review 15, no. 6 (2016): 267–70. http://dx.doi.org/10.1108/shr-07-2016-0063.

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Purpose Unionized employees have the legal right to bring a union representative with them into an investigatory interview if they request it (“Weingarten rights”). This study aims to demonstrate that employers should allow nonunion employees the right to have a co-employee accompany them in a similar type of interview, if the employees make that request. Design/methodology/approach Not applicable. Findings There will be two benefits to allowing nonunion employees the right to bring a co-employee into an investigatory interview with them. First, this will be a form of organizational justice, a

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27

Sterling, Nichole L., and Emily R. Fedeles. "Bărbulescu v. Romania (Eur. Ct. H.R.)." International Legal Materials 57, no. 1 (2018): 80–124. http://dx.doi.org/10.1017/ilm.2018.3.

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On September 5, 2017, a decision of the Grand Chamber of the European Court of Human Rights (ECHR) in Bărbulescu v. Romania (Bărbulescu) helped define the boundaries regarding employee privacy in the European workplace. The Bărbulescu decision held that a Romanian employee's legally protected right to privacy was violated when his employer monitored personal messages he sent from a company account, reversing a previous decision by the ECHR in this case that had expanded employers' rights to monitor employees.

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28

Maimela, Charles. "The Reasonable Accommodation of Employees with Cancer and their Right to Privacy in the Workplace." Potchefstroom Electronic Law Journal 21 (August 30, 2018): 1–31. http://dx.doi.org/10.17159/1727-3781/2018/v21i0a1703.

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The duty of employers to reasonably accommodate employees living with disabilities is fundamental and is invoked on a daily basis in response to various health conditions which employees experience, such as cancer. While executing this fundamental duty, employers must be mindful of other rights which employees have, such as the right to privacy. Employers run the risk of violating the employees' right to privacy in the process of accommodating them if the employer discloses confidential medical information which must be used only for the purpose of making accommodations for the employee concer

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29

Lafontaine, Christoph, Swantje Lott, Gabriele Steinfatt, Mallory Völker, and Anja Weber. "Company Mobility and Employee Rights." Zeitschrift für öffentliches Recht 61, no. 2 (2006): 263. http://dx.doi.org/10.33196/zoer200602026301.

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30

Arthur, Jeffrey B., and Chimezie A. B. Osigweh. "Communicating Employee Responsibilities and Rights." Industrial and Labor Relations Review 42, no. 3 (1989): 466. http://dx.doi.org/10.2307/2523408.

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31

Greenfield, Patricia A., and Chimezie A. B. Osigweh. "Managing Employee Rights & Responsibilities." Academy of Management Review 16, no. 1 (1991): 206. http://dx.doi.org/10.2307/258614.

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32

윤혜진. "Ethical Foundation of Employee Rights." Studies in Philosophy East-West ll, no. 72 (2014): 391–413. http://dx.doi.org/10.15841/kspew..72.201407.391.

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33

Grcic, Joseph. "Academic Freedom and Employee Rights." Social Philosophy Today 4 (1990): 247–58. http://dx.doi.org/10.5840/socphiltoday1990470.

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34

Dimond, Bridgit. "Maternity rights for the employee." British Journal of Midwifery 8, no. 4 (2000): 201–5. http://dx.doi.org/10.12968/bjom.2000.8.4.8147.

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35

Kirby, Donald. "Situating the employee rights debate." Journal of Business Ethics 4, no. 4 (1985): 269–76. http://dx.doi.org/10.1007/bf00381768.

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36

Molz, Rick. "Employee job rights: Foundation considerations." Journal of Business Ethics 6, no. 6 (1987): 449–58. http://dx.doi.org/10.1007/bf00383287.

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37

Michie, Jonathan, and Christine Oughton. "Employee Participation and Ownership Rights." Journal of Corporate Law Studies 2, no. 1 (2002): 139–54. http://dx.doi.org/10.1080/14735970.2002.11419879.

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38

Des Jardins, Joseph R., and John J. McCall. "A defense of employee rights." Journal of Business Ethics 4, no. 5 (1985): 367–76. http://dx.doi.org/10.1007/bf02388589.

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39

Zipp, John F. "Employee rights and capital mobility." Employee Responsibilities and Rights Journal 9, no. 3 (1996): 251–72. http://dx.doi.org/10.1007/bf02629072.

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40

Rummler, Geary A., and Matthew E. Rummler. "Commentary: Employee “bill of rights”." Performance Improvement 41, no. 3 (2002): 5–7. http://dx.doi.org/10.1002/pfi.4140410303.

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41

Wang, Yiting. "Sweatshop and Employee Rights Protection." Advances in Economics, Management and Political Sciences 92, no. 1 (2024): 154–58. http://dx.doi.org/10.54254/2754-1169/92/20231280.

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As the academic debate about sweatshops has become more complex, public attention to sweatshops has become more and more widespread, but the interests of sweatshop workers have not been completely improved. This paper will use the method of literature review to discuss how to effectively promote the improvement of workers' working conditions and raise their wages from the perspective of the development history of sweatshops and the government. The government should implement labor protection laws to protect the legal rights of workers in domestic and foreign factories. And in the continuous de

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42

Pugacheva, Natalia V. "Ensuring the employer's right to information protection: problems of legal regulation." Russian Journal of Labour & Law 14 (2024): 219–30. http://dx.doi.org/10.21638/spbu32.2024.113.

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In the context of the rapid development of information and communication technologies and the proclamation of the constitutional right of everyone to freely search, receive and disseminate information, it is becoming increasingly difficult to restrict access to information of various kinds. Meanwhile, the confidential information at the disposal of the employer, access to which he restricts either in his own interests (commercial secret), or in the public interest or in the interests of third parties (information that has a secret regime, personal data of individuals) needs protection. The sub

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43

Pecherova, N. H. "Property rights of the author to the service work in the copyright law of Ukraine." Analytical and Comparative Jurisprudence, no. 3 (July 22, 2024): 160–67. http://dx.doi.org/10.24144/2788-6018.2024.03.26.

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This work is devoted to consideration of the peculiarities that arise when an employee-author creates an official work in terms of property rights, namely the transfer and ownership of such rights to the employer, who receives them as a general rule at the time of creation of an official work in full from the employee. The study of the abovementioned issue is carried out by analyzing the consistency of the fact that property rights in full are transferred according to the general rule at the time of creation of an official work from the employee-author to the employer with subjects in the cop

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44

Tidwell, Gary L., Daniel A. Rice, and Gary Kropkowski. "Employer and employee obligations and rights under the Uniformed Services Employment and Reemployment Rights Act." Business Horizons 52, no. 3 (2009): 243–50. http://dx.doi.org/10.1016/j.bushor.2009.01.003.

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45

Остапенко, Ю. О. "ATYPTIVE EMPLOYMENT AS A SPECIAL PROBLEM REALIZATION OF EMPLOYEES 'LABOR RIGHTS." Juridical science 2, no. 4(106) (2020): 262–68. http://dx.doi.org/10.32844/2222-5374-2020-106-4-2.32.

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The article focuses on the formulation of a generalized scientific thought related to atypical employment as a special problem in the context of the employees’ labor rights implementation in Ukraine. On the basis of the current positions of Ukrainian and foreign scientists towards understanding the essence of atypical employment, the understanding of this phenomenon is determined as a labor relationship, not prohibited or provided by legislation, between an employer and a person employed in the world of labor in an atypical way (atypical employee), based on an atypical employment contract. The

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46

Rycak, Magdalena. "Prawa i obowiązki stron stosunku pracy w czasie pandemii COVID-19." Studia z zakresu Prawa Pracy i Polityki Społecznej 27, no. 4 (2020): 305–22. http://dx.doi.org/10.4467/25444654spp.20.028.12615.

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Rights and obligations of parties to an employment relationship during the COVID-19 pandemic The article discusses the most important regulations regarding the rights and obligations of employers and employees during the COVID-19 pandemic, both for employees performing remote work and employees who, due to the nature of their work, must perform it at the workplace. In order to counteract COVID-19, the employer may instruct the employee to perform, for a fixed period, work specified in the employment contract, outside the place of its permanent performance (remote work). In the current situatio

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47

Urdarević, Bojan, and Aleksandar Antić. "The possibility of electronic delivery of acts related to exercising empoyees' rights and undertaking work-related obligations." Zbornik radova Pravnog fakulteta Nis 60, no. 91 (2021): 177–90. http://dx.doi.org/10.5937/zrpfn0-32485.

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In this paper, the authors tackle the issues related to the electronic delivery of acts related to exercising employees' rights and undertaking work-related obligations. The consideration is accompanied by an appropriate comparative law analysis. Emanating from mutual relations between the employer and the employee, the acts related to employees' rights and obligations are most often rescripts by which the employer decides on the employee's rights and obligations, but they also include written submissions that constitute official communication between the employee and the employer (such as req

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48

Филипова, Ирина, and Irina Filipova. "Settlement of Labour Disputes through Mediation: Current Status of Legislation, its Practical Application and Development Perspectives." Journal of Russian Law 4, no. 6 (2016): 0. http://dx.doi.org/10.12737/19769.

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Russian legislation envisages the possibility of using mediation in labour disputes. At the same time, in practice mediation in labour disputes is rarely used. In legal literature, different reasons of this situation are identified: reluctance of the parties to pay for mediation, distrust of the mediator, absence of demand for mediation. It is important to understand that an employee is usually the initiator of a labour dispute. The author of this article believes that scarce application of mediation in the settlement of labour disputes lies in the high level of employees’ guarantees and right

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49

Baybekova, Zulfiya, and Sardorjon Zokirov. ""THE RIGHTS OF JUDICIAL PROTECTION IN THE SYSTEM OF LABOR RIGHTS OF EMPLOYEES"." Tsul legal report 2, no. 1 (2021): 109–17. http://dx.doi.org/10.51788/tsul.lr.2.1./plhg7659.

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In the field of labor law, there are features of protecting the rights and legitimate interests of employees. Accordingly, the features that are characteristic of labor law have an impact on the legal means of protecting rights. An employee can defend his rights on his own by contacting the competent authorities that supervise the monitoring of compliance with labor legislation, using conciliatory and intermediary means (mediation, etc.). In the system of the legal protection of employee rights, the leading and decisive place is taken by judicial protection. In turn, the level of judicial prot

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50

LEKIE, YOKA ERIC. "De l'expatriation médicale des salariés en Droit congolais : analyse et enjeux Medical expatriation of employees under congolese law :analysis and issues." ISRG Journal of Economics, Business & Management (ISRGJEBM) II, no. VI (2024): 156–59. https://doi.org/10.5281/zenodo.14539757.

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<strong>Abstract</strong> <em>This reflection constitutes a forum for one of the important labor rights, an opportuity to reflect on the problem of the provision of health care, and especially medical expatriation. Congolese legislation organizes and determines this support, in particular according to the number of employees employed, and the threshold determining the proportion of the medical personnel. Thus, the employee whose medical care is covered by the employer is requiered to submit to the provisions of medical control, or even a second opinion a posteriori, if for reasons of force maj

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