Cette étude traite des difficultés que rencontrent les travailleurs agricoles salariés dans l’exercice de leur droit à la liberté d’association et à la négociation collective. Ils sont souvent exclus des régimes législatifs nationaux de protection des droits syndicaux ou restreints dans leur capacité de les exercer en dépit du fait qu’ils sont parmi les plus pauvres et mal nourris de la planète et donc requerraient une protection accrue. Quelles sont les causes historiques de ce traitement discriminatoire (première partie) ? Comment le droit international du travail contribue-t-il à remédier à cette situation (deuxième partie) ? En quoi est-ce que le droit international du travail a-t-il influencé le droit interne canadien pour la protection des travailleurs agricoles salariés (troisième partie) ? Les causes du traitement singulier accordé à ces travailleurs remontent aux origines mêmes de l’agriculture. Consciente des caractéristiques particulières de cette activité, l’Organisation internationale du travail affirmera dès le début du 20e siècle qu’il est injustifié d’empêcher les travailleurs agricoles salariés de se syndiquer. Elle insiste sur la valeur fondamentale des droits syndicaux devant différents forums onusiens et favorise leur promotion à travers l’élaboration de normes du travail mais également d’instruments de soft law, considérés mieux adaptés dans un contexte contemporain de mondialisation. Ce droit international du travail influencera ensuite l’interprétation de la Charte canadienne des droits et libertés par les tribunaux canadiens dans leur analyse de la constitutionnalité de l’exclusion totale ou partielle des travailleurs agricoles salariés des régimes législatifs de protection des droits syndicaux. / This study analyses the difficulties faced by agricultural workers exercising their rights to freedom of association and collective bargaining. These workers often find themselves excluded from national legislation providing for the protection of union rights, and when these rights are provided to them, their ability to exercise them is limited. Being amongst the poorest human beings on earth, agricultural workers would instead require stronger protection. What are the historical causes of this discriminatory treatment (part one) ? How has international labour law helped to correct this situation (part two) ? In what way did international labour law influence canadian domestic law in regard of the protection of wage earning agricultural workers (part three) ? The reasons for the singular treatment of this class of workers go back to agriculture’s very roots. Conscious of the particular characteristics of this activity, the International Labour Organisation asserted, at the very beginning of the 20th century, that no justification stood to limit the rights of agricultural workers to unionize. It later insisted on the fundamental value of union rights in front of diverse UN forums and favoured their promotion for agricultural workers through the elaboration of labour standards as well as extensive use of soft law tools, considered more suited to the globalised world. International labour law also contributed to the interpretation of the Canadian Charter of Rights and Freedom by Canadian courts in their analysis of the constitutionality of total or partial exclusion of agricultural workers from legislation protecting union rights.

Parce que la singularité du sport s’est estompée au fur et à mesure qu’il développait sa dimension économique et que certains de ses acteurs adoptaient un comportement économique rationnel, le droit commun du travail et les normes forgées par l’Union européenne ne pouvaient que trouver application dans ce secteur d’activité. Des particularités du sport la conclusion est parfois tirée qu’une « exception » doit être reconnue et qu’un droit spécial du travail d’origine étatique doit être élaboré. Si leur pertinence n’est pas avérée, celle d’un droit professionnel largement bâti par ses acteurs via la négociation collective nationale ou européenne (dans les limites fixées par la norme étatique) l’est davantage. L’exclusion du droit commun du travail ou de celui de l’Union européenne n’est admissible que si des éléments objectifs et concrets la justifient. Elle ne peut légitimement reposer sur l’existence d’une « coutume ». Si les contraintes liées à l’aléa sportif, à l’équité sportive ou à la brièveté de la carrière de certains de ses acteurs peuvent en relever, encore faut-il les apprécier avec rigueur et mesurer strictement leurs effets sur les conditions d’emploi et de travail. Le particularisme résiduel d’une activité économique ne saurait justifier de l’exclure du droit commun du travail ou du droit de l’Union. L’application de certaines règles étatiques dans le sport pose des problèmes d’articulation normative, notamment en raison d’interférences avec des règles sportives. Mais de ce jeu-là, le droit commun du travail ou le droit de l’Union sort souvent vainqueur. Neutralisant les frontières tracées par le mouvement sportif, notamment entre le sport amateur et le sport professionnel, il obtient, via son juge, que ses impératifs l’emportent. / As sport specificity has been fading away while developing its economic dimension and adopting a rational economic behaviour, common labour laws and European law have inevitably applied to this sector of activity. Admitting sport special features sometimes leads to the conclusion that an “exception” has to be recognised and that special labour laws emanating from the state must be developed. While such a conclusion is not relevant, a professional law implemented by its actors through national or European collective bargaining (within the state legal frame set up) is, to a large extent, more appropriate. The exclusion of common labour laws or European law is acceptable only if justified by objective and concrete elements. It cannot legitimately be based on “customs”. If the constraints related to sports hazards, sporting fairness or sporting career shortness can be justified by such customs, it is necessary to rigorously appreciate and strictly measure their effects on employment and working conditions. The residual distinctive identity of an economic activity provides no justification for excluding it from the application of common labour laws or European law. The application of certain state rules and laws to sport reveals some normative articulation issues, in particular in relation to conflicts arising with sporting rules. However, in such a game, common labour laws and European law often win. Neutralizing the boundaries drawn by the sports community, in particular between amateur and professional sports, they succeed, through their judges, in having their requirements prevailing.

La question des sanctions est centrale lorsqu’est ouvert le débat relatif à l’effectivité du droit de la représentation collective des salariés dans l’entreprise. Chargée de protéger les valeurs essentielles de la société, la voie pénale doit être réservée aux atteintes portées aux prérogatives des instances de représentation du personnel lesquelles présentent un caractère fondamental. Pour le surplus, il est des sanctions, d’ordre administratif ou civil, plus efficaces. Reste que la seule restriction du champ pénal ne suffit pas à garantir l’effectivité du droit de la représentation collective. Des réponses substantielles et « organisationnelles » tenant notamment à la définition d’une politique pénale d’envergure, à la révision de la ligne de partage des responsabilités dans l’entreprise et à la recherche de sanctions pénales renouvelées s’imposent. Au-delà de la voie répressive, d’autres méritent d’être explorées. L’application des règles du droit de la représentation collective doit être garantie au moyen d’outils non plus répressifs mais préventifs en dehors de toute participation d’une quelconque autorité judiciaire. La voie extra-pénale fait une large place à la fonction préventive de l’inspection du travail laquelle doit accompagner les entreprises en recourant à de nouvelles méthodes d’accompagnement et d’évaluation. La définition d’une politique sociale d’entreprise, moyennant la conclusion d’un accord unique sur la représentation du personnel, est légalement de nature à garantir l’effectivité de la norme en tenant compte des spécificités propres à chaque entreprise. / The issue of sanctions is critical when is opened the debate on the effectiveness of employee representation rules in the company. Aiming at protecting the core values of society, criminal law should be reserved for infringements of the prerogatives of employee representation bodies which are fundamental. For the rest, there are sanctions , administrative or civil, more effective. Still, the only restriction of the criminal field is not sufficient to guarantee the effectiveness of employee representation rules. Some substantial and “organizational” answers relating in particular to the definition of a major criminal policy, the revision of the division of responsibilities in the company and the search for renewed criminal sanctions seem necessary. Beyond the repressive way, others deserve to be explored. The application of employee representation rules must be guaranteed by tools rather preventive than repressive and without any involvement of any judicial authority. The extra-criminal policy leaves a large place to the preventive function of labor inspection which should help companies by using new methods of support and assessment. The definition of a corporate social policy, through the conclusion of a single agreement on staff representation, is legally adequate to ensure the effectiveness of the rule by taking into account the specificities of each company.

L’objet de cette thèse est une comparaison entre les dispositifs de gestion du personnel des administrations publiques françaises et italiennes, afin d’explorer leur efficacité et d’identifier les principaux problèmes qui émergent à la suite de leur application. La loi italienne assimile le dirigeant à l’employeur privé. Il est donc le titulaire formel et substantiel des prérogatives de l’employeur public. En ce qui concerne les relations de travail, à l’exception de normes spéciales de droit public qui sont à l’intérieur du Texte unique de l’emploi public, le législateur renvoie à la négociation collective et aux mêmes règles qui régissent la relation de travail au sein de l’entreprise privée. Dans la fonction publique française le droit du travail est inapplicable . Toutefois, on remarque l’influence réciproque de celui-ci et du droit de la fonction publique. Il n’y a pas de place pour la négociation : le fonctionnaire doit accepter le régime juridique imposé par l’employeur public. En dépit des apparences et malgré deux différents régimes juridiques, les deux systèmes en évoluant montrent toujours davantage de ressemblances, notamment en ce qui concerne les outils de gestion du personnel, le recours aux contractuels et le rôle de la négociation collective. Il se trouve que la souplesse dans la gestion des ressources humaines n’est pas nécessairement liée à la forme juridique de la relation de travail des fonctionnaires. Le choix unilatéralisme/négociation, régime de droit public ou de droit privé est mal posé. Même le statut constitue un cadre souple, ce sont plutôt certaines pratiques politiques et administratives qui causent des dysfonctionnements. Pour gagner en efficacité, il ne s’agit pas, pour l’Italie, de supprimer la privatisation de l’emploi public, et non plus pour la France de supprimer le régime statutaire. Il se trouve que les deux administrations publiques n’utilisent pas toutes les possibilités offertes par les normes. Il faut investir sur les ressources humaines afin que les hauts fonctionnaires deviennent de vrais managers, plutôt que de continuer à envisager sans cesse des réformes radicales. / This research consists in a comparison between the legal instruments of human resource management in the French and Italian public service sector. The objective is to evaluate their efficacy and uncover the main problems linked to their implementation. In the Italian public service sector, the manager is assimilated to the employer found in private firms. The link between the public servant and the administration is first regulated by a specific law, then by collective bargaining and labour law. In the French system, labour law isn’t applied to the public service sector. However, labour law has an influence on it, and vice versa. Collective bargaining doesn't have any formal rule because the civil servant must accept conditions imposed by the administration. Despite appearances, throughout their evolution the two systems seem to increasingly resemble each other, particularly in the realm of human resource management legal instruments, the use of temporary jobs and the rule of collective bargaining. It seems that flexibility in human resource management isn’t necessarily associated to the nature – public, private or mixed - of the link between the public servant and the administration. The choice between unilateralism and negotiation, administrative law and labour law doesn’t matter so much. Though French statute law is flexible, there are some political and administrative customs which are damaging. In both Italy and France, public administrations do not need to ignore - respectively - privatisation and statute law in order to become more effective. It seems that public administrations do not use all the possibilities offered by existing laws. They have to invest in human resources in order to transform office directors into real managers, rather than to continuously work on useless or damaging radical reforms.

Made available in DSpace on 2016-04-26T20:23:00Z (GMT). No. of bitstreams: 1 Rodrigo Chagas Soares.pdf: 394781 bytes, checksum: 3b644927936f7d1dfaa03783a539e552 (MD5) Previous issue date: 2014-04-14 / This dissertation addresses the practical aspects of the Committee of Representatives of companies, aiming to empower enablers to collective agreements concluded between companies and committee representatives elected by the employees, away from the discussions brought in later lawsuits designed to nullify the terms adjustment agreement between the employer and employees / O presente estudo aborda os aspectos práticos do comitê de representantes de empresas, tendo por objetivo dar meios viabilizadores aos acordos coletivos celebrados entre empresas e comitês de representantes eleitos pelos próprios empregados, afastando-se as discussões trazidas em ações judiciais posteriores destinadas a anular os termos do ajuste celebrado entre empregador e empregados

Made available in DSpace on 2016-03-15T19:34:23Z (GMT). No. of bitstreams: 1 Rodrigo Guedes Casali.pdf: 50227586 bytes, checksum: 737e1069d703888bd9e4cc046ac94f81 (MD5) Previous issue date: 2015-02-13 / The work aims to study the collective bargaining labour institute, with the presenting of his concept for both the homeland doctrine as to the ILO, its specific principles, its relation to the principle of freedom of association, the regulatory instruments (agreement and collective bargaining agreement), scope, finally, its main aspects. Study will be, even if it is possible federal civil servants carry out collective bargaining work, as they are submitted to a constitutional pay system requiring budgetary provision for the creation of job or change in salary is preceded by legal provision, and as that that law should be a private initiative of the Chief Executive (Article 167, item II, Article 61, paragraph 1, item II, point a, Article 169, paragraph 1, Article 37, item X, all of the Constitution) . Presents other arguments that prevent collective bargaining in the federal public service, for example, the absence of item XXVI of Article 7 of the Constitution in the list of social rights of civil servants contained in paragraph 3 of Article 39 also of the Constitution; the decision of the Supreme Court handed down in the records of direct action of unconstitutionality No. 492-1 / 1990, which was the origin of the subtraction of paragraph d of Article 240 of Law No. 8,112 / 1990, which provided for collective bargaining as a right of server, but it was revoked. It also presents some arguments conducive to the realization of collective bargaining in the federal public service, as the entry into force of the Convention in our legal system No. 151 of the ILO, 1978 and the forecast of the right to free union association and union strike to the servers, so, how can design the right to strike without providing for the right to collective bargaining? Finally, it is practical aspects of the implementation of the negotiation that takes place today between federal public servants and the Union (Direct and Indirect Administration). / O trabalho tem por objetivo estudar o instituto da negociação coletiva de trabalho com a apresentação de seu conceito tanto para a doutrina pátria quanto para a OIT, seus princípios específicos, sua relação com o princípio da liberdade sindical, os instrumentos normativos (acordo e convenção coletiva de trabalho), abrangência, enfim, seus principais aspectos. Estudar-se-á, ainda, se é possível os servidores públicos federais realizarem negociação coletiva de trabalho, pois estão submetidos a um sistema constitucional de remuneração que exige previsão orçamentária para a criação de cargo ou alteração no vencimento que seja precedida de previsão legal, bem como que referida lei deve ser de iniciativa privativa do Chefe do Poder Executivo (artigo 167, inciso II; artigo 61, §1ş, inciso II, alínea a; artigo 169, §1ş; artigo 37, inciso X, todos da Constituição). Apresentam-se outros argumentos que impedem a negociação coletiva de trabalho no serviço público federal, como, por exemplo, a ausência do inciso XXVI, do artigo 7ş, da Constituição no rol de direitos sociais dos servidores públicos contido no §3ş, do artigo 39, também da Constituição; a decisão do Supremo Tribunal Federal proferida nos autos da Ação Direta de Inconstitucionalidade nº 492-1/1990, que foi a origem da subtração da alínea d, do artigo 240, da Lei nº 8.112/1990, que previa a negociação coletiva como direito do servidor, mas foi revogada. Também se apresentam alguns argumentos favoráveis à realização da negociação coletiva no serviço público federal, como a entrada em vigor em nosso ordenamento jurídico da Convenção nº 151 da OIT, de 1978 e a previsão dos direitos à livre associação sindical e realização de greve aos servidores, assim, como é possível conceber o direito de greve sem prever o direito à negociação coletiva? Por fim, trata-se de aspectos práticos da realização da negociação que acontece hoje entre servidores públicos federais e a União (Administração Direta e Indireta).

This doctoral thesis deals with the regulation of non-standard employment in Southern Africa: the case of South Africa with reference to several other SADC countries. The growth and presence of non-standard employment since the 1970s has revealed an important concern in a number of countries, both at the global and national levels. The overall significance of non-standard employment has increased in recent decades in both developed and developing states, as its use has grown exponentially across economic sectors and employment. Non-standard employment is the opposite of the standard employment relationship, which is work that is full time and indefinite. Non-standard employment includes an unequal employment relationship between an employee and an employer. Some workers choose to work in non-standard employment, and the choice has positive results. Nonetheless, for the majority of workers, non-standard employment is associated with job insecurity, exploitation, and the absence of trade unions and collective bargaining. Non-standard employment can also create challenges for firms, the labour market and the economy, including society at large. Backing decent work for all entails a comprehensive understanding of non-standard employment and its ramifications. This study explores the regulation and protection of non-standard employment in Southern Africa with focus on South Africa. The study draws on international and regional labour standards, the South African Constitution of 1996, and the national experience to make policy recommendations that will ensure workers are protected, firms are sustainable and labour markets operate well. Social justice and the democratisation of the workplace cannot be achieved if workers in non-standard employment are excluded from the labour relations system. / Mercantile Law / LL. D.

Il lavoro di ricerca analizza in tutti i suoi aspetti la disciplina relativa alla rilevanza delle festività religiose nell'ordinamento italiano. Il primo capitolo è dedicato all'individuazione del valore che la festività assume nei diversi ordinamenti religiosi e in particolare nel diritto canonico, ebraico, islamico ed avventista. Il secondo capitolo analizza l'evoluzione della normativa unilaterale dello Stato italiano in materia di giorni festivi. Tra i vari problemi che interessano i rapporti tra confessioni religiose e Stato, quelli che più hanno dato luogo a dissensi, e che sono oggetto di trattazione nel terzo capitolo, riguardano essenzialmente la libertà di osservare il riposo festivo e di adempiere i doveri religiosi ad esso connessi, nonché l'obbligo dei datori di lavoro di rendere effettiva tale libertà organizzando l'attività lavorativa in modo che essa non ostacoli l'osservanza del riposo festivo. Nel quarto capitolo viene analizzata la disciplina pattizia, e in particolare le modalità di tutela del diritto alla festività e al riposo per i fedeli di confessioni che hanno stipulato un'Intesa con lo Stato italiano. Infine nell’ultima parte viene esaminata la normativa sulle celebrazioni pubbliche in occasione delle festività religiose in ambito statale, regionale e comunale. / This research analyses in all its aspects the importance of religious festivity in Italian law. The first chapter is dedicated to the individuation of the festivity value in religious rules, in particular in canon, islamic, jewish and adventist law. The second chapter analyses the evolution of unilateral italian rules of week days and holidays. One of the most important problem in the relationship between State and religious confessions regards the freedom of observe the weekly day off and connected religious duties. Employers must guarantee religious freedom, organizing working activity without preventing the observance of festive rest. In the fourth chapter has been analysed the pactional discipline, and in particular the way of protecting the right to observe holidays and rests for people who belong to a religious confession that stipulated an agreement with Italian State. In the last part of the thesis have been examined the norms about public celebrations on the occasion of religious festivity in statal, regional and communal laws.

Au Québec, les négociations collectives dans les secteurs public et parapublic ainsi que dans les services publics sont assujetties aux règles du Code du travail (L.R.Q. C.-27). Certains secteurs dispensant des services dits essentiels, comme le transport en commun et le secteur de la santé et des services sociaux, ont à respecter des règles particulières, différentes de celles des autres secteurs assujettis au régime général édicté par le Code. Ces règles particulières constituent ce qu’on appelle le régime des services essentiels. Les négociations dans les services essentiels comportent des particularités importantes – considérations politiques et absence de substituts des services publics pour la population – qui les distinguent de façon notable des négociations qui se déroulent sous l’égide du modèle général de négociation collective édicté au Code et applicable dans les autres secteurs (Bergeron et Paquet, 2006). Quels sont les effets du régime des services essentiels sur la négociation collective dans le secteur du transport en commun et de la santé et des services sociaux? Dans le cadre de cette recherche, nous avons examiné les effets du régime des services essentiels (les règles du Code du travail et les décisions du Conseil des services essentiels) sur différents aspects de la négociation collective : 1) la mobilisation, 2) le rapport de force, 3) les moyens de pression, 4) le déroulement des négociations, 5) l’arrêt de travail, 6) les résultats de la négociation collective et 7) le climat de travail. Afin d’étudier ces négociations atypiques dans notre système de relations industrielles, nous avons réalisé deux études de cas (secteur du transport en commun et secteur de la santé et des services sociaux). Les résultats indiquent bien que le régime des services essentiels influence le processus de négociation collective dans ces secteurs. Par contre, la comparaison des deux secteurs montre que les règles additionnelles auxquelles est assujetti le secteur de la santé et des services sociaux n’apparaissent pas affecter de façon déterminante le processus de négociation collective. / In Québec, collective bargaining in the public sector is to follow the rules established by the Labour Code (L.R.Q. C.-27). Certain sectors, providing essential services such as the public transit sector and the health and social services sector have additional rules. Those rules are referred to as the essential services legislation. Negotiations occurring within this structure have noticeable differences - the exclusion of political considerations, on the one hand, and the lack of a replacement for public services for the public, on the other hand – that distinguishes them from the more common framework of collective bargaining established by the Labor Code for other sectors of activity (Bergeron et Paquet, 2006). We ask the question: what are the impacts of the essentials services legislation on collective bargaining? For this research project, we have analysed the impact of the essential services legislation (rules by the Labor Code and decisions rendered by the Essential services board) on different aspects of collective bargaining: 1) mobilization, 2) power bargaining, 3) pressure tactics, 4) flow of negotiation, 5) work stoppage, 6) results of collective bargaining and 7) work climat. We carried out two case studies in order to study the atypical negotiations in our industrial relations system. The first study was in the public transit sector and the second in the health and social services sector. The results demonstrate that the essential services legislation influences collective bargaining. But the additional constraints in the social services sector do not seem to influence, on a larger scale, the collective bargaining for that sector of activity.

Cette étude traite des difficultés que rencontrent les travailleurs agricoles salariés dans l’exercice de leur droit à la liberté d’association et à la négociation collective. Ils sont souvent exclus des régimes législatifs nationaux de protection des droits syndicaux ou restreints dans leur capacité de les exercer en dépit du fait qu’ils sont parmi les plus pauvres et mal nourris de la planète et donc requerraient une protection accrue. Quelles sont les causes historiques de ce traitement discriminatoire (première partie) ? Comment le droit international du travail contribue-t-il à remédier à cette situation (deuxième partie) ? En quoi est-ce que le droit international du travail a-t-il influencé le droit interne canadien pour la protection des travailleurs agricoles salariés (troisième partie) ? Les causes du traitement singulier accordé à ces travailleurs remontent aux origines mêmes de l’agriculture. Consciente des caractéristiques particulières de cette activité, l’Organisation internationale du travail affirmera dès le début du 20e siècle qu’il est injustifié d’empêcher les travailleurs agricoles salariés de se syndiquer. Elle insiste sur la valeur fondamentale des droits syndicaux devant différents forums onusiens et favorise leur promotion à travers l’élaboration de normes du travail mais également d’instruments de soft law, considérés mieux adaptés dans un contexte contemporain de mondialisation. Ce droit international du travail influencera ensuite l’interprétation de la Charte canadienne des droits et libertés par les tribunaux canadiens dans leur analyse de la constitutionnalité de l’exclusion totale ou partielle des travailleurs agricoles salariés des régimes législatifs de protection des droits syndicaux. / This study analyses the difficulties faced by agricultural workers exercising their rights to freedom of association and collective bargaining. These workers often find themselves excluded from national legislation providing for the protection of union rights, and when these rights are provided to them, their ability to exercise them is limited. Being amongst the poorest human beings on earth, agricultural workers would instead require stronger protection. What are the historical causes of this discriminatory treatment (part one) ? How has international labour law helped to correct this situation (part two) ? In what way did international labour law influence canadian domestic law in regard of the protection of wage earning agricultural workers (part three) ? The reasons for the singular treatment of this class of workers go back to agriculture’s very roots. Conscious of the particular characteristics of this activity, the International Labour Organisation asserted, at the very beginning of the 20th century, that no justification stood to limit the rights of agricultural workers to unionize. It later insisted on the fundamental value of union rights in front of diverse UN forums and favoured their promotion for agricultural workers through the elaboration of labour standards as well as extensive use of soft law tools, considered more suited to the globalised world. International labour law also contributed to the interpretation of the Canadian Charter of Rights and Freedom by Canadian courts in their analysis of the constitutionality of total or partial exclusion of agricultural workers from legislation protecting union rights.