The present contribution analyses the tangible impact that employee representation bodies – and specifically union representatives – have had on industrial relations in companies of 11 to 49 ...employees, based on secondary analysis of responses to a 2010 DARES survey. These effects are examined at three different levels. The first highlights forms of conflict in small organisations characterised by interpersonal, family and informal relational patterns. The second looks at labour relations based on employees' perceptions of unions and how they affect interactions between employees, management and staff representatives whenever problems arise within a company. The third examines the nature of collective bargaining and the concrete opportunities that it generates, with a particular focus on wage negotiations.
Background. The article is devoted to the main issues of legal regulation of platform employment in the Republic of Kazakhstan. The authors gradually considered the issues of the overarching concept ...of platform employment, its national legal regulation, the correlation of platform employment with labour relations, and the necessity of mandating Internet platform operators to conclude employment contracts with individuals providing their services.
Methods: In the process of analysing the current Kazakhstani labour and related legislation, national and international judicial practice, the authors came to the conclusion that the Social Code adopted in 2023 and the Law ‘On Online Platforms and Online Advertising’ separate the concept of an Internet platform and online -platforms. Internet platforms are so-called work platforms that specialise in mediating the provision of services and work performance. The authors identified several problems that arose with adopting the Social Code. In particular, the authors do not share the legislator’s idea on the need for civil law regulation of relations in platform employment between the contractor and the Internet platform operator. The authors propose a targeted approach to determining the nature of the legal regulation of platform employment. Labour activity using Internet platforms, if it has signs of hidden labour relations specified in the ILO recommendations, should be regulated by labour legislation. Otherwise, the trend towards precarisation of the Kazakh labour society will inevitably strengthen.
Results and conclusions: Based on the statistical data analysis, the authors concluded that more and more people with higher or professional education adjoin the number of self-employed, hence the performers of platform employment. The data suggest that precarisation in the Republic of Kazakhstan is rapidly spreading among the underclass labourers and the relatively prosperous and promising able-bodied population of the country.
"Due to the fact that martial law restricts the rights and freedoms of individuals in order to ensure law and order and security of citizens for the period of its operation, it became necessary to ...study how the labour process in Ukraine has changed. The purpose of this research work was to clarify the state of labour relations in the conditions of a full-scale offensive of the Russian Federation. The main methods of scientific research were the following: comparative method, systematic and statistical method. Significant results in this study were as follows: outlining the main changes in the labour process in institutions, enterprises, and organizations, as a result of the introduction of martial law and in the context of the Russian-Ukrainian war. Identification and analysis of legislative changes regarding the regulation of labour relations between the employee and the employer in recent months; finding out how regulatory changes have affected the normal labour process and the basic rights and freedoms of the employee. In particular, the issues of changing the workplace, transferring an employee from one workplace to another; issues related to martial law leave, overtime and night work, dismissal and changes in the terms of the employment contract, remuneration and employment of certain categories of employees, etc. The results made it possible to identify a number of recommendations for improving the legislation in the field of labour relations and, accordingly, to increase the efficiency of this area."
The value-in-diversity perspective argues that a diverse workforce, relative to a homogeneous one, is generally beneficial for business, including but not limited to corporate profits and earnings. ...This is in contrast to other accounts that view diversity as either nonconsequential to business success or actually detrimental by creating conflict, undermining cohesion, and thus decreasing productivity. Using data from the 1996 to 1997 National Organizations Survey, a national sample of for-profit business organizations, this article tests eight hypotheses derived from the value-in-diversity thesis. The results support seven of these hypotheses: racial diversity is associated with increased sales revenue, more customers, greater market share, and greater relative profits. Gender diversity is associated with increased sales revenue, more customers, and greater relative profits. I discuss the implications of these findings relative to alternative views of diversity in the workplace.
2009 Choice Outstanding Academic TitleIs job insecurity the new norm? With fewer and fewer people working in steady, long-term positions for one employer, has the dream of a secure job with full ...benefits and a decent salary become just that - a dream?In Nice Work If You Can Get It, Andrew Ross surveys the new topography of the global workplace and finds an emerging pattern of labor instability and uneven development on a massive scale. Combining detailed case studies with lucid analysis and graphic prose, he looks at what the new landscape of contingent employment means for workers across national, class, and racial lines - from the emerging creative class of high-wage professionals to the multitudes of temporary, migrant, or low-wage workers. Developing the idea of precarious livelihoods to describe this new world of work and life, Ross explores what it means in developed nations - comparing the creative industry policies of the United States, United Kingdom, and European Union, as well as developing countries - by examining the quickfire transformation of China's labor market. He also responds to the challenge of sustainability, assessing the promise of green jobs through restorative alliances between labor advocates and environmentalists.Ross argues that regardless of one's views on labor rights, globalization, and quality of life, this new precarious and indefinite life,and and the pitfalls and opportunities that accompany it is likely here to stay and must be addressed in a systematic way. A more equitable kind of knowledge society emerges in these pages - less skewed toward flexploitation and the speculative beneficiaries of intellectual property, and more in tune with ideals and practices that are fair, just, and renewable.
It has been proven that labour relations are a legal relationship between an employer and an employee, which is established on a voluntary basis with regard to the use by the former (i.e., the ...employer) of the latter’s (i.e., the employee’s) ability to work and is expressed in mutual rights and obligations. It has been noted that in order for legal regulation to be fair, effective and appropriate, it should be based on a number of principles which determine the key priorities and vectors of legal regulation. To a large extent, the principles ensure the unity and integrity of the legal system and the legal regulation mechanism.
An emphasis is placed on the fact that certain categories of employees are employees for whom the current legislation, due to their physiological and social (including professional) properties (characteristics, signs, traits), provides for additional guarantees and/or benefits, some other advantages in working conditions compared to ordinary employees, and in some cases, increased requirements for their responsibility.
It has been generalised that the application of the principle of unity and differentiation in the legal regulation of the implementation of the right to work in certain categories of employees is a prerequisite for unimpeded access and inclusion of persons with certain specific physiological and/or social traits considered to be legally significant into the common legal space within which relations on the use of hired labour arise, develop, change and terminate.
It has been noted that the unity of legal regulation ensures a non-discriminatory approach to providing different individuals with the opportunity to realise their abilities and capacity to work through the conclusion of an employment contract. In turn, the differentiation of legal regulation allows taking into account the specific features of these employees and providing them with fair working conditions and adequate protection in accordance with their capabilities and needs due to these features.
Social Incentives in the Workplace BANDIERA, ORIANA; BARANKAY, IWAN; RASUL, IMRAN
The Review of economic studies,
04/2010, Letnik:
77, Številka:
2
Journal Article
Recenzirano
Odprti dostop
We present evidence on social incentives in the workplace, namely on whether workers' behaviour is affected by the presence of those they are socially tied to, even in settings where there are no ...externalities among workers due to either the production technology or the compensation scheme in place. To do so, we combine data on individual worker productivity from a firm's personnel records with information on each worker's social network of friends in the firm. We find that compared to when she has no social ties with her co-workers, a given worker's productivity is significantly higher when she works alongside friends who are more able than her, and significantly lower when she works with friends who are less able than her. As workers are paid piece rates based on individual productivity, social incentives can be quantified in monetary terms and are such that (i) workers who are more able than their friends are willing to exert less effort and forgo 10% of their earnings; (ii) workers who have at least one friend who is more able than themselves are willing to increase their effort and hence productivity by 10%. The distribution of worker ability is such that the net effect of social incentives on the firm's aggregate performance is positive. The results suggest that firms can exploit social incentives as an alternative to monetary incentives to motivate workers.
For many athletes, sport will always be seen as their greatest passion, but in addition, for some, sport has also become an economic activity, an activity through which one can earn income. Both ...professional athletes and (so-called) amateur athletes may conclude contracts with their clubs or federations, which also determine the (possible) variable and/or fixed remuneration they obtain in return for their performances. As sport can be seen as a form of employment, the key question to be asked is whether these contracts should be seen as employment contracts and, consequently, whether these athletes are all employees. This article wishes to contribute to the search for answers to this question. The research is limited to the Belgian legal system but has the ambition to feed a broader discussion. Starting from Belgian labour law, the article examines which conditions must be met in order to speak of an employment contract (labour, remuneration and authority). It can be concluded that many (paid) athletes, especially football players, will meet the legal conditions to be considered employees. This contribution focuses on team sports, with football as a typical example, because in this context exercise of authority is more obvious and discussions on the relationship with labour law are most acute. Furthermore, this article examines the specific legislation and jurisprudence concerning athletes. In the Belgian legal order, sports professionals constitute a separate category to which the legislator has given special status by adopting a lex specialis to the general Employment Contracts Act. Nevertheless, there are still discussions about the social protection these sports professionals enjoy compared to regular employees and non-professional athletes. Beyond that, the status of athletes who do not reach the remuneration threshold to fall within the scope of the Sports Professionals Act, remains unclear. Recently, a dichotomy was created within paid amateur football, showing a desire to keep some athletes out of the scope of labour law. However, labour law is mandatory in nature, so the question is whether this dichotomy can continue to exist. This article will make it clear that the relationship between labour law and sport remains a difficult one.
A number of labor markets and student placement systems can be modeled as many-to-one matching markets. We analyze the scope for manipulation in many-to-one matching markets under the student-optimal ...stable mechanism when the number of participants is large. Under some regularity conditions, we show that the fraction of participants with incentives to misrepresent their preferences when others are truthful approaches zero as the market becomes large. With an additional condition, truthful reporting by every participant is an approximate equilibrium under the student-optimal stable mechanism in large markets.
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