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Relevant bibliographies by topics / Employment law

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Academic literature on the topic 'Employment law'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 March 2023

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Journal articles on the topic "Employment law"

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Exten-Wright, Jonathan, and Mandy Clarke. "Employment law." Construction Law Handbook 2007, no. 1 (January 2007): 367–405. http://dx.doi.org/10.1680/clh.2007.1.367.

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Exten-Wright, Jonathan. "Employment law." Construction Law Handbook 2008, no. 9 (January 2008): 367–405. http://dx.doi.org/10.1680/clh.2008.2008.9.367.

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Udhian, Neeta. "Employment law." Vital 7, no. 4 (September 2010): 19. http://dx.doi.org/10.1038/vital1237.

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Clarke, L. "Employment Law." Industrial Law Journal 32, no. 4 (December 1, 2003): 332–34. http://dx.doi.org/10.1093/ilj/32.4.332.

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Rodgers, Lisa. "Employment law." Law Teacher 42, no. 1 (January 2008): 116–24. http://dx.doi.org/10.1080/03069400.2008.9959768.

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Paroń, Łukasz. "REGULATION OF CIVIL LAW EMPLOYMENT OR EMPLOYMENT LAW?" Roczniki Administracji i Prawa specjalny, no. XXI (December 30, 2021): 229–37. http://dx.doi.org/10.5604/01.3001.0015.6108.

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Performance of work on a basis other than an employment relationship takes various forms. Predominantly, it takes place based on civil law relationships, which are characterised by the principle of freedom of contract, which results in the possibility of freely shaping the content of any such legal relationship. However, recent years are marked by a gradual increase in regulations of employment other than based on contracts of employment, i.e. based on civil law contracts. Introducing a minimum hourly wage, limiting employment in trade on Sundays and public holidays, providing temporary work under civil law contracts or the much earlier widespread granting of employment rights to contractors in the putting-out system and, above all, granting the right to safe and hygienic working conditions to everyone who performs work justifies asking questions about future developments.

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Wells, Alan. "Employment: A Revolution in Employment Law?" Business Law Review 33, Issue 11 (November 1, 2012): 267–72. http://dx.doi.org/10.54648/bula2012063.

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Cox, Chris. "Employment law reforms." Nursing Standard 12, no. 33 (May 6, 1998): 28. http://dx.doi.org/10.7748/ns.12.33.28.s45.

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Bernstein, Adam. "Employment law myths." Nursing and Residential Care 24, no. 2 (February 2, 2022): 1–3. http://dx.doi.org/10.12968/nrec.2022.0009.

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Sargeant, Malcolm. "Employment Law: Update." Business Law Review 24, Issue 8/9 (August 1, 2003): 209–12. http://dx.doi.org/10.54648/bula2003045.

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Dissertations / Theses on the topic "Employment law"

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Davidson, Fraser Paul. "Judicial attitudes in employment law." Thesis, University of Dundee, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.244548.

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Bennett, Michael. "Security in employment." Thesis, University of Southampton, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316078.

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Deakin, Simon Francis. "Contract, labour law and the developing employment relationship." Thesis, University of Cambridge, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.291753.

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Morriss, Andrew Pettit. "The law and economics of employment at will." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/11926.

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Ball, Sally. "European Community vocational training law and policy." Thesis, University of Oxford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365605.

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Ristow, Liezel. "Sexual harassment in employment." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.

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Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.

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Loots, Barbara Evelyn. "Public employment and the relationship between labour and administrative law." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6683.

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Thesis (LLD)--University of Stellenbosch, 2011.
ENGLISH ABSTRACT: The focus of this study is the rights-based normative overlap of labour and administrative law in public employment. As the judiciary appeared to be unable to agree on a unified approach to the application of the rights to fair labour practices and just administrative action to public employment, it was clear that the complexity and multi-dimensional character of the debate required analysis of existing approaches to the regulation of the public employment relationship. The following initial research question was formulated: To what extent does (and should) the constitutionalised rights to fair labour practices (s 23) and just administrative action (s 33) simultaneously find application in the regulation of public employment relationships? In answering this question, certain realities had to be acknowledged, the most important being that the debate in question jurisprudentially revealed itself to be a jurisdictional turf-war between the Labour and High Courts, rather than proper consideration of the relevant substantive arguments and underlying normative considerations. This called for an additional dimension to be added to the research question, namely consideration of the extent to which the ss 23 and 33 rights are informed by variable and possibly different normative principles and whether these rights allow for cooperative regulation of public employment in accordance with the doctrine of interdependent fundamental rights. This became the primary focus of the study. In an attempt to simplify the debate, a deliberate decision was taken to limit the scope of the normative study to South Africa with its own historic influences, structures and constitutional considerations. The study shows that both labour and administrative law (as constitutionally informed) share concern for equity-based principles. This is evident from the flexible contextually informed perspectives of administrative law reasonableness in relation to labour law substantive fairness, as well as a shared concern for and approach to procedural fairness. Once simplified, and in the absence of any undue positive law complexity, the public employment relationship, at both a normative and theoretical level, furthermore shows no substantive status difference with private employment relationships. It is, however, accepted that there are job and sector-specific contextual differences. In the absence of substantive normative conflict between these branches of law and in the absence of a fundamental (as opposed to contextual) difference between public and private employment, there appears to be no reason to ignore the constitutional jurisprudential calls for hybridity, otherwise termed the doctrine of interdependence. The idea of normatively interdependent rights expresses the Constitution’s transformative vision (through the idea of flexible conceptual contextualism) and recognises that human rights may overlap. This also means that where such overlap exists, rights should be interpreted and applied in a mutually supportive and cooperative manner that allows for the full protection and promotion of those rights. In giving expression to the interdependent normative framework of constitutional rights, these norms (absent any substantive rights-based conflict) should then be used by the judiciary as an interpretative tool to align specific labour law and general administrative law in the regulation of public employment relationships.
AFRIKAANSE OPSOMMING: Die fokus van hierdie studie is die regsgebaseerde normatiewe oorvleueling van arbeids- en administratiefreg in die openbare diensverhouding. Aangesien dit blyk dat die regsbank nie kon saamstem oor ‘n eenvormige benadering tot die toepassing van die regte op billike arbeidspraktyke en regverdige administratiewe optrede op die openbare diensverhouding nie, het die kompleksiteit en multi-dimensionele karakter van die debat dit genoodsaak om bestaande benaderings tot die regulering van die openbare diensverhouding te analiseer. In die lig hiervan is die volgende aanvanklike navorsingsvraag geformuleer: Tot watter mate vind die grondwetlik neergelegde regte tot billike arbeidspraktyke (a 23) en regmatige administratiewe optrede (a 33) gelykmatig toepassing in die regulering van die openbare diensverhouding en tot watter mate hoort die regte gelykmatig toepassing te vind? In antwoord op die vraag is sekere realiteite geïdentifiseer, waarvan die belangrikste is dat die debat in die regspraak grootliks neergekom het op ‘n jurisdiksionele magstryd tussen die Arbeids- en Hooggeregshowe, eerder as werklike oorweging van die relevante substantiewe argumente en onderliggende normatiewe oorwegings. Dit het die byvoeging van ’n verdere dimensie tot die navorsingsvraag genoodsaak, naamlik oorweging van die mate waartoe die aa 23 en 33 regte deur buigsame en moontlik verskillende normatiewe beginsels beïnvloed word, en ook of hierdie regte ruimte laat vir mederegulering van die openbare diensverhouding in terme van die leerstuk van interafhanklikheid van fundamentele regte? Laasgenoemde het die primêre fokus van die studie geword. In ‘n poging om die debat te vereenvoudig, is doelbewus besluit om die strekking van die normatiewe studie te beperk tot Suid-Afrika, met eiesoortige historiese invloede, strukture en grondwetlike oorwegings. Soos die normatiewe studie ontvou het, wys die studie dat beide arbeids- en administratiefreg (soos grondwetlik beïnvloed) ‘n gemeenskaplike belang in billikheids-gebaseerde beginsels openbaar. Daar is ‘n versoenbaarheid tussen die kontekstueel beïnvloedbare en buigsame redelikheidsperspetief van die administratiefreg, soos gesien in vergelyking met substantiewe billikheid in die arbeidsreg. Voorts heg beide die arbeids- en administratiefreg ‘n gemeenskaplike waarde aan, en volg beide ‘n gemeenskaplike benadering tot, prosedurele billikheid. Terselfdertyd, en in die afwesigheid van onnodige positiefregtelike kompleksiteit, blyk daar op beide ‘n normatiewe en teoretiese vlak geen substantiewe verskil in status tussen die openbare diensverhouding en die privaat diensverhouding te wees nie. Dit word egter aanvaar dat daar wel werk- en sektor-spesifieke kontekstuele verskille bestaan. In die afwesigheid van substantiewe normatiewe konflik tussen die twee vertakkinge van die reg en in die afwesigheid van ‘n fundamentele (in vergelyking met kontekstuele) verskil tussen diensverhoudings in die openbare en privaatsektore, blyk daar geen rede te wees om die grondwetlike jurisprudensiële vereiste van hibriditeit, ook genoem die leerstuk van die interafhanklikheid van grondwetlike regte, te ignoreer nie. Die idee van normatiewe interafhanklike regte gee uitdrukking aan die Grondwet se visie van transformasie (via die idee van buigsame konsepsuele kontekstualisme) en erken dat menseregte soms oorvleuel. Dit beteken ook dat waar so ‘n oorvleueling bestaan, regte ïnterpreteer en toegepas moet word in ‘n wedersyds ondersteunende en samewerkende wyse wat voorsiening maak vir die volle beskerming en bevordering van daardie regte. Erkenning van die interafhanklike normatiewe raamwerk van grondwetlike regte hoort daartoe te lei dat die regsbank daardie norme (in die afwesigheid van regsgebaseerde konflik) as interpretasie-hulpmiddel gebruik om die spesifieke arbeidsreg met die algemene administratiefreg te versoen in die regulering van die openbare diensverhouding.

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Grušić, Uglješa. "The international employment contract : ideal, reality and regulatory function of European private international law of employment." Thesis, London School of Economics and Political Science (University of London), 2012. http://etheses.lse.ac.uk/583/.

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Private international law has traditionally been perceived as a field of law concerned with resolving individual private disputes and achieving private justice and fairness in individual cases. This dissertation challenges this view by examining the systemic function of European private international law of employment, one of allocating and protecting regulatory (i.e. legislative and adjudicatory) authority of states in the field of labour law, thus maintaining and managing the diversity of European national labour law systems and safeguarding the objectives of uniform and harmonised EU employment legislation. This dissertation also explores the changes that the ‘Europeanization’ of private international law of employment has brought about in the traditional rules and perception in this field of law in England. In addition to introducing special rules of jurisdiction in employment matters that had not existed before, the European private international law instruments have largely merged the traditionally perceived contractual, statutory and tortious claims into one type of claim for choice-of-law purposes, thereby also abolishing concurrent causes of action. The conceptualisation of this field of law in terms of its regulatory function reveals something about the nature of private international law as a whole. The fact that European private international law of employment performs a regulatory function is a piece of evidence for the proposition that the division between the ‘private’ and the ‘public’, traditionally perceived as embedded in the foundations of the discipline and even expressed in its very name, has faded away.

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Chabursky, Lubomyr. "A critical examination of the Employment Equity Act /." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=60698.

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The Employment Equity Act obliges employers to undertake affirmative action to combat employment discrimination. On October 31st, 1991, a Parliamentary Committee was appointed to review the EEA and make recommendations for its improvement. This thesis assesses the EEA within the historical context of discrimination remedies. The thesis argues that the solution to systemic discrimination in employment cannot consist merely of measures that increase the representation of minorities in the workplace. Rather, the solution must also include measures designed to change traditional attitudes and stereotypes about the employment of minority groups, whether these attitudes take the from of prejudice, paternalism, or inhibitions. A change in attitudes among employers will also help to eliminate apparently neutral employment policies and practices that nevertheless have an adverse effect on the opportunities of women and minorities. The EEA incorporates aspects of all three strategies in a hands-off approach that invites employers to become equal partners in the quest to overcome discrimination in the work place.

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Ball, Yvonne. "Privacy rights in employment." Thesis, University of Central Lancashire, 2008. http://clok.uclan.ac.uk/21606/.

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This thesis undertakes to research the development of domestic legal protection for privacy rights within employment. Unusually for a current work, it does this by returning to the genesis of the protections. The work challenges pervasive arguments that the notion of confidence did not protect privacy and exceptionally argues that the earliest incarnation of the notion of confidence was well equipped to protect private and personal information against disclosure. The thesis puts forward the novel view that the problems that have arisen in providing domestic protection for such information, in the absence of a right to privacy, are the result of an unfortunate narrowing of the original notion. This position is underpinned by the contention that a number of cases misinterpreted the nature of the original tort and did not fully recognise the requirement to provide protection against the acquisition of personal information. The historical analysis contributes to current knowledge by providing an alternative interpretation of the historical legal framework. This analysis provides an unorthodox assessment of the opportunities provided to the courts by the notion of confidence, to enhance both the theory and practical impact of the protection of privacy rights within employment Furthermore the thesis evaluates a broad range of case law from the European Court of Human Rights. These include general privacy cases, those involving wrongdoers as well as general employment cases. These cases are used to identify any consistent themes or conflicts in the application of the right to privacy. The evaluation produces a highly developed analysis and uncovers the latent significance of employment policies in both the protection of and the intrusion into, an employee's privacy. Most notably and distinctively the thesis identifies the important role that a well-crafted policy can have in augmenting an insubstantial legislative framework, provided that some legal basis provides the foundation for the policy. This evaluation also exposes the implications of any policy, which provides the basis for an interference with an employee's privacy and unconventionally highlights that the mere existence of such a policy can of itself amount to an intrusion, whether or not it is put into practice. Moreover, the thesis considers whether the incorporation of the right to privacy into domestic law has any impact upon private sector employers and employees. It heightens knowledge of the positive obligations placed upon the state and the courts to protect the right to privacy of all individuals against intrusions by the state and significantly against intrusions by other individuals or private sector organisations. The thesis therefore provides a valuable addition to current understanding of the interventionist and rigorous protections for privacy rights within employment, provided by the Strasbourg Court. This in turn provides the foundation for the unique evaluation of how effectively the right to privacy is incorporated into current domestic law. The thesis has taken the valuable opportunity provided by the tenth anniversary of the publication of the Human Rights Act 1998 to consider its impact upon privacy rights within employment. It takes advantage of the occasion to re-evaluate the categories of confidence and privacy and to analyse the principles underpinning the notions within domestic courts. The work exceptionally compares the development of domestic employment law with the development of general civil and criminal cases. This is an effective structure, which facilitates the development of arguments outlining how privacy rights within employment can be more effectively recognised and protected. The thesis does not shirk the challenges posed by the complex and difficult piece of legislation known as the Regulation of Investigatory Powers Act 2000, a particularly puzzling statute'. 1 It singularly and painstakingly reviews its provisions and questions whether accepted interpretations are correct or workable. The work offers an independent analysis of the rationale and application of its terms and brings to light the finding that despite its name Part II of the Act does not provide any powers and does not regulate the use of any existing powers but merely provides a framework, by which, intrusions may be undertaken by public authorities 'in accordance with the law' where there is no other statutory basis for the interference. The thesis makes an interesting case that other than where it creates criminal offences and civil liabilities for the interception of communications2, it has little if any effect upon the monitoring of employees, whether in the public or private sectors. The thesis also evaluates the Data Protection Act 1998 and The Employment Practices Code. It originally asserts that the Act and the Code provide the statutory basis for employers to intrude into the private lives of employees and prospective employees 'in accordance with the law' where it is necessary and proportionate to so; providing the employer has established and published policies that make the intrusion foreseeable in the circumstances. The fact that these arguments need to be evaluated and explained, naturally leads to the explicit conclusion that the incorporation of the rights protected by Article 8 in the statutory framework have failed to supply the necessary clarity to provide forseeability or to give, strengthen or explicitly restrict privacy rights within employment. Additionally, the creative comparison with the general privacy and criminal cases brings to light the evident disparity in the development of the case law in these areas compared with the development within employment cases. The thesis sets out the &adual but definite maturing of the protection noticeable in general privacy and criminal cases, particularly in v W [2003] EWCA Crim 1632 p. 98 2 Which themselves are modified by the Telecommunication (Lawful Business Practice) (Interception of Communications) Regulations, 2000 L1 relation to wrongdoing and rehabilitation, arguing that this has yet to filter into the employment cases. This leads to proposals for reform to remove the evident confusion for employers, employees, legal advisors, those providing oversight and commentators. The proposals encourage the judiciary to embrace the challenges and possibilities provided by the Human Rights Act 1998 to provide appropriate protections for privacy rights within employment. The thesis provides a platform for further research within this area and makes recommendations as to how the findings could be developed by both empirical research or by further comparative studies. The unusual approach to the research, the original nature of the findings and proposals for reform provide a valuable contribution to knowledge of the domestic legal framework, both statutory and common law suggesting both how it may be more effectively applied and how it could profitably be developed and clarified for both employers and employees. The thesis has thereby moved the debate to a different theoretical place from the established view of the ability of domestic law to effectively protect privacy rights within employment.

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Books on the topic "Employment law"

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Scott, Karen (Lecturer in law) and College of Law (England and Wales), eds. Employment law. 2nd ed. Guildford: College of Law, 2006.

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Employment law. 4th ed. London: Sweet & Maxwell, 2009.

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Karpova, Aleksandra. Employment law. ru: INFRA-M Academic Publishing LLC., 2020. http://dx.doi.org/10.12737/1033838.

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This textbook on employment law is prepared on the basis of the updated regulatory materials and court practice. Discussed the basic institutions of labor law: employment contract; working hours and rest time; labour remuneration, as well as warranties and indemnities under Russian law; labor discipline and labor regulations; labor protection; protecting labor rights; labor disputes, etc. Meets the requirements of Federal state educational standards of secondary professional education of the last generation. For students of educational institutions of secondary vocational education, students majoring in 40.02.01 "law and social security organization", and also for students of educational institutions of higher education and anyone interested in labour law. Practical the material chosen for each of the chapters of the textbook on employment law, can be used by teachers and researchers for seminars.

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solicitor, Benny Richard, and Hardy Stephen T, eds. Employment law. 3rd ed. Oxford: Oxford University Press, 2009.

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Carr, C. J. Employment law. 7th ed. London: Pitman, 1998.

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Rumbelow, Peter. Employment law. Bristol: Jordans, 1996.

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Employment law. 5th ed. London: Sweet & Maxwell, 2003.

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Lockton, Deborah J. Employment Law. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-15002-1.

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Lockton, Deborah J. Employment Law. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-08551-1.

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Sargeant, Malcolm, and David Lewis. Employment Law. 9th edition. | Milton Park, Abingdon, Oxon ; New York, NY :: Routledge, 2020. http://dx.doi.org/10.4324/9780429259241.

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Book chapters on the topic "Employment law"

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Finch, John. "Employment law." In Speller’s Law Relating to Hospitals, 417–515. Boston, MA: Springer US, 1994. http://dx.doi.org/10.1007/978-1-4899-7122-7_17.

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Whincup, Michael. "Employment law." In Work and Health, 165–91. Boston, MA: Springer US, 1995. http://dx.doi.org/10.1007/978-1-4899-4423-8_7.

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Price, Terry. "Employment law." In Mastering Business Law, 106–34. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-13549-3_7.

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Hardy, Stephen. "Employment law." In Galbraith’s Construction and Land Management Law for Students, 146–82. Seventh edition. | Abingdon, Oxon; New York: Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.1201/9781003029250-9.

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Boella, Michael J., and Steven Goss-Turner. "Employment law." In Human Resource Management in the Hospitality Industry, 319–36. Tenth edition. | Abingdon, Oxon: Routledge, 2019. | New edition: Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-20.

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Lockton, Deborah J. "Termination at Common Law." In Employment Law, 151–66. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-15002-1_8.

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Lockton, Deborah J. "Termination at Common Law." In Employment Law, 205–22. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-08551-1_8.

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Lockton, Deborah J. "Employment Protection." In Employment Law, 137–47. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-15002-1_7.

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Lockton, Deborah J. "Employment Protection." In Employment Law, 186–202. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-08551-1_7.

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Judge, Stephen. "Employment contracts." In Business Law, 386–422. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-12044-1_17.

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Conference papers on the topic "Employment law"

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Seeam, Preetila, Nishant Teckchandani, Hansha Booneyad, V. P. Torul, and Amar Seeam. "Employment Law Expert System." In 2018 International Conference on Intelligent and Innovative Computing Applications (ICONIC). IEEE, 2018. http://dx.doi.org/10.1109/iconic.2018.8601271.

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Hidayah, Nur, Fitria Esfandiari, and Sholahuddin Al-Fatih. "Indonesia's Inability in Removing Self from Colonial Law (Study of Employment Laws)." In Proceedings of the 3rd International Conference on Indonesian Legal Studies, ICILS 2020, July 1st 2020, Semarang, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.1-7-2020.2303650.

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Blagireva, Elena. "On Supported Employment in the Russian Federation." In 3rd International Conference on Economics, Management, Law and Education (EMLE 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/emle-17.2017.42.

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Rubiantini, Isni. "Legal Protection toward Outsourcing Workers Connected with Indonesian Employment Law." In Proceedings of the International Conference on Business Law and Local Wisdom in Tourism (ICBLT 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icblt-18.2018.49.

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Yang, Jingwen. "Study on Employment-oriented English Teaching." In Proceedings of the 1st International Symposium on Innovation and Education, Law and Social Sciences (IELSS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/ielss-19.2019.38.

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Tavits, Gaabriel. "Protection of the Weaker Party – to Whom is Labour Law Still Applicable?" In The 8th International Scientific Conference of the Faculty of Law of the University of Latvia. University of Latvia Press, 2022. http://dx.doi.org/10.22364/iscflul.8.2.33.

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National law is affected by a number of different international regulations and agreements. International agreements provide for rules aimed at harmonizing certain requirements and understandings that different countries should follow. In labour relations, international standards are set at two different levels – on the one hand, by the International Labour Organization (ILO), and on the other by regional standards – by the Council of Europe and the directives and regulations adopted by the European Union. All these international rules have important implications for national labour law. However, such international norms do not provide a clear personal scope – that is, it is not clearly defined to whom such international norms apply. Although the various international rules do not directly define the persons to whom those norms apply, – the implementation of international rules remains a matter for national law. Thus, the concept of both employee and employment relationship is shaped by national law. The exception here is the European Union, where the European Court of Justice has given an autonomous meaning to the concept of worker (particularly in the context of freedom of movement for workers). Although the concept of a worker and of an employment relationship has been developed by the Court of Justice of the European Union, Member States retain the right to define the employment relationship in accordance with the law in force in the respective Member State. The main factor in shaping employment relationships is the employee's dependence on the person providing the work, and the person providing the work also has an obligation to pay remuneration for the work performed. Although the scope of those rules is defined differently by different international rules, the characteristics generally applicable to the definition of an employee and the employment relationship are similar to those used in national law.

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Absalyamova, Svetlana. "THE RESEARCH OF FLEXIBLE FORMS OF EMPLOYMENT IN RUSSIA." In SGEM 2014 Scientific SubConference on POLITICAL SCIENCES, LAW, FINANCE, ECONOMICS AND TOURISM. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b24/s7.101.

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Pratiwi, Citra Resmi Nanda Putri, and Tri Lisiani Prihatinah. "Employment Law System in the Covid-19 and New Normal Pandemic Periods." In The 2nd International Conference of Law, Government and Social Justice (ICOLGAS 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201209.277.

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Pan, Feng. "On the Effectiveness of Obligations of Labor Standard Law to Employment Contract." In 3rd International Symposium on Social Science (ISSS 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/isss-17.2017.122.

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Wang, Youmei, and Wei Wang. "The Relationship between Employment and Pension Insurance and Its Influencing Factors." In 2016 International Conference on Politics, Economics and Law (ICPEL 2016). Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icpel-16.2016.11.

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Reports on the topic "Employment law"

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QUARTERMASTER CORPS WASHINGTON DC. Law of Federal Employment. Fort Belvoir, VA: Defense Technical Information Center, September 2000. http://dx.doi.org/10.21236/ada392252.

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Jolls, Christine. Employment Law and the Labor Market. Cambridge, MA: National Bureau of Economic Research, July 2007. http://dx.doi.org/10.3386/w13230.

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MacLeod, W. Bentley. Great Expectations: Law, Employment Contracts, and Labor Market Performance. Cambridge, MA: National Bureau of Economic Research, June 2010. http://dx.doi.org/10.3386/w16048.

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Heckman, James, and Carmen Pages. Law and Employment: Lessons from Latin America and the Caribbean. Cambridge, MA: National Bureau of Economic Research, December 2003. http://dx.doi.org/10.3386/w10129.

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Leonard, Jonathan. The Effectiveness of Equal Employment Law and Affirmative Action Regulation. Cambridge, MA: National Bureau of Economic Research, October 1985. http://dx.doi.org/10.3386/w1745.

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Chinn, Menzie, Laurent Ferrara, and Valérie Mignon. Post-recession US Employment through the Lens of a Non-linear Okun's law. Cambridge, MA: National Bureau of Economic Research, May 2013. http://dx.doi.org/10.3386/w19047.

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Willson, Stephanie. Affirmative Action in Federal Employment: Reconciling Government Policy with Federal Law and the Constitution. Fort Belvoir, VA: Defense Technical Information Center, April 2003. http://dx.doi.org/10.21236/ada420175.

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Blackham, Alysia. Addressing Age Discrimination in Employment: a report on the findings of Australian Research Council Project DE170100228. University of Melbourne, November 2021. http://dx.doi.org/10.46580/124368.

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This project aimed to research the effectiveness of Australian age discrimination laws. While demographic ageing necessitates extending working lives, few question the effectiveness of Australian age discrimination laws in supporting this ambition. This project drew on mixed methods and comparative UK experiences to offer empirical and theoretical insights into Australian age discrimination law. It sought to create a normative model for legal reform in Australia, to inform public policy and debate and improve responses to demographic ageing, providing economic, health and social benefits.

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Rodríguez Caballero, Carlos Vladimir, and Arnoldo López - Marmolejo. Assessing the Effect of Gender Equality before the Law on Female Labor Participation and GDP per capita in Central America Panama and the Dominican Republic. Inter-American Development Bank, March 2021. http://dx.doi.org/10.18235/0003113.

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Women's participation in the labor market in Central America is low for the international standard. Increase such participation is on the agenda of many policymakers who want to improve women's access to quality employment. In this paper, we use data from Central America, Panama, and the Dominican Republic to assess whether gender equality in the law helps increasing women's participation in the labor force and, therefore, boosts GDP per capita. The study is based on two econometric methodologies to evaluate distinct aspects of the economic mechanism.

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Ginn, Thomas, ed. JDC Quarterly Digest on Labor Market Access and Outcomes for Refugees. World Bank - UNHCR Joint Data Center on Forced Displacement, January 2023. http://dx.doi.org/10.47053/jdc.300123.

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Refugees’ right to work is protected by international law but often violated in practice. This Digest discusses the barriers that host governments impose on refugees’ labor market access and reviews the academic research on the effects of these policies and practices have on refugees and host communities. As expected, barriers like employment bans significantly harm refugees’ living conditions in most contexts where research is available. However, the evidence also suggests that most segments of the host communities benefit little and may in fact be harmed by restrictions on refugees’ work.

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