La question des rapports entretenus entre le contrat de travail et le droit commun évoque immédiatement la revendication autonomiste. Il ne s’agit pourtant pas de revendiquer mais de mesurer la propension à l’autonomie du droit du travail à l’égard du droit commun des contrats maintes fois questionnée et toujours renouvelée. Précisément, cet essai de mesure révèle un résultat profondément nuancé. Ainsi, l’autonomie ne saurait être absolument reconnue en raison des nombreuses manifestations de la soumission du contrat de travail au droit commun. Elle ne peut cependant pas être totalement contredite en raison de l’indéniable émancipation de celui-ci envers celui-là. Pour comprendre cette apparente contradiction, il convient de diviser la matière. L’approche ne peut être globale et l’étude doit porter sur des objets distincts. Le régime du contrat de travail oscille en effet entre deux pôles : autonomie et dépendance. Relativement à certaines questions, l’émancipation à l’égard du droit commun est quasi-totale. Relativement à d’autres, la soumission est de mise. Plus encore, le résultat de ces recherches conduit à affirmer que l’autonomie et la dépendance ne constituent pas deux domaines étanches délimités par une frontière nette. Ainsi, la dépendance doit être reconnue lorsque le droit commun est préservé ; l’autonomie apparaît déjà, cependant, dès lors que le droit commun est adapté. Elle est plus intense encore lorsque le droit commun est déformé, et atteint son ultime degré lorsque le droit commun est évincé. Se constate ainsi une sorte de continuum qui s’étend entre ces deux pôles – dépendance et autonomie – et sur lequel s’ordonnent les questions relatives au contrat de travail. Ainsi, lorsqu’on mesure les rapports entre le contrat de travail et le droit commun des contrats, tout est affaire de degrés, de proximité et d’éloignement corrélatif à l’égard de ces deux extrémités du spectre. / When wondering about the relationship between employment contract and general law, autonomist claim is usually immediately brought up. Yet, the point is not to claim, but to define the propensity to autonomy of labor law in regard of general contract law, many times asked, and always renewed. Precisely, this measurement essay reveals deeply nuanced results. Thus autonomy could not be definitely accepted due to many manifestations of the subservience of employment contract to general law. However it cannot be totally contradicted because of the incontestable emancipation of the employment contract from the general law. To understand this apparent contradiction, the subject must be divided. The approach cannot be global and the study must deal with distinct subjects. The employment contract system is indeed oscillating between two poles: autonomy and dependence. Emancipation towards general law is almost complete when considering some questions. Concerning some other questions, subservience can only be noted. Moreover, the results of this research are leading to affirm that autonomy and dependence are not two distinct areas, separated by a hermetic border. Hence, dependence must be admitted when general law is preserved, though autonomy already appears when general law is appropriate. It is more intense when general law is distorted, and reaches its ultimate degree when general law is ousted. A kind of continuum is observed between these two poles – subservience and autonomy – on which questions about employment contract are organized. Consequently, when measuring the relationship between employment contract and general contract law, everything is a matter of degrees, proximity and distance correlative to these two extremities of the spectrum.

Every society has jobs that need to be done in order to survive and to improve its members’ subjective well-being. Work is an important source of individuals’ subjective well-being. Employees within higher education institutions face a complex environment and play an important role in the reconstruction and development in South Africa. Employees are experiencing more challenges in the workplace than ever before. They spend more time at work and because they have less leisure time, they have fewer opportunities of seeking meaning in their lives. These factors have an impact on the well-being and happiness of employees in higher education institutions. The aim of this study was to investigate the relationship between employees’ work experience, type of contract and work outcomes of employees at a higher education institution. A cross-sectional survey design was used with 483 employees at a higher education institution and a response rate of 62% (N = 300) was obtained. The measuring instruments used in this study included the Psychological Contract Across Nations (PSYCONES), Employment Contract Scale, Job Satisfaction Scale, Mental Health Continuum - Short Form and Intention to Quit Scale. Exploratory factor analyses and Cronbach alpha coefficients were computed to determine the construct validity and reliability of the measures. Pearson correlation coefficients, multivariate analysis of variance, one-way analysis of variance and hierarchical regression analyses were used to examine the relationship between the constructs in this study. Bootstrap-estimated confidence intervals were used to assess the significance of indirect effects. The results of study 1 confirmed the validity and reliability of measures (except for the social contract). Age, tenure and gender had statistically significant effects on the fulfilment of one dimension of the psychological contract, namely work conditions. Younger people with less tenure experienced more fulfilment of the psychological contract (regarding work conditions). Tenure also impacted psychological contract violation. Type of contract (permanent versus temporary) impacted the fulfilment of the psychological contract (specifically work conditions). Males (compared to females) experienced more fulfilment of the psychological contract (regarding work conditions) and less violation of the psychological contract. Tenure and type of contract were also related to experiences of the employment contract. The results of study 2 showed that psychological contract violation, job dissatisfaction and lack of flourishing directly impacted turnover intention. Lack of psychological contract fulfilment indirectly impacted job dissatisfaction and languishing via psychological contract violation. The employment contract did not have a statistically significant effect on job satisfaction, flourishing and turnover intention of employees in a higher education institution. Psychological contract violation indirectly impacted turnover intention via job dissatisfaction and languishing of employees. The results of this study confirmed the important role of fulfilment of the psychological contract and non-violation of the psychological contract regarding job satisfaction, flourishing and retention of employees in a higher education institution. Recommendations were made for future research. / MCom, Labour Relations Management, North-West University, Vaal Triangle Campus, 2012

Ziel des Beitrags ist es, den Blick auf einen Trend sozialstaatlichen Umbaus lenken: die Vertariflichung sozialer Sicherung. Darunter versteht der Verfasser die zunehmende Überantwortung der Wohlfahrtsproduktion an die kollektiven Akteure des Systems der industriellen Beziehungen, also an eine Aushandlungs- und Gestaltungsebene, die sich durch ihre Eigengesetzlichkeiten von Sozialstaatlichkeit ebenso deutlich unterscheidet wie vom Handeln individueller Akteure auf Wohlfahrtsmärkten. Die Beteiligung der Tarifpartner an der Wohlfahrtsproduktion ist für sich genommen nichts Neues. Neu ist, dass die von Tarif- und Betriebsakteuren ausgehandelten Elemente sozialer Sicherung vermehrt substitutiv statt komplementär zu sozialstaatlichen Leistungen fungieren sollen. Einleitend beleuchtet der Autor das Verhältnis von Tarifsystem und staatlicher Sozialpolitik; dabei zeichne ich historische Prozesse der funktionalen Differenzierung beider Systeme ebenso nach wie deren in jüngerer Zeit zu beobachtende partielle Entdifferenzierung (1). Diese Richtungsumkehr wird ausführlicher an zwei sozialpolitisch relevanten Bereichen sichtbar gemacht: an der Gestaltung des Rentenübergangs und an der betrieblichen Altersvorsorge (2). Dann werden die Folgen der Entdifferenzierungsprozesse für die Akteure im System der Industriellen Beziehungen diskutiert (3) und Überlegungen zu den daraus resultierenden wahrscheinlichen Konsequenzen für den Staat angestellt (4). Der Beitrag schließt mit einem Ausblick und mit dem Versuch, die Vertariflichung sozialer Sicherung mit den anderen, oben genannten Entwicklungen in Beziehung zu setzen (5). (ICB2)

This thesis titled "The Relevance of Medical Opinion at the Commencement and Termination of Employment" deals with the need and use of medical opinions in employment relations issues. The introductory chapter briefly describes the employer's duty to take care of his employees' health as it is a part of Occupational Health and Safety rules. The following part is dedicated to the general legislation on company health care services, mainly to the Specific Health care Services Act (373/2011 Sb.). The chapters describe the system of relations between the employer and the company health care services provider which is a business relation. Then the author describes company medical examinations, specifically entrance and extraordinary medical examinations. Also formal requirements of medical opinions and their issue terms can be found it this part. The final chapter of the first part is dedicated to the possibility of medical opinions to be reviewed at administrative procedure or others; important case law is presented. The second part of the thesis is dedicated to medical opinions at commencement of employment and their relevance. The opening chapter of this second part deals with the legal situation as it was effective until October 31st , 2017 when the law required to undergo the entrance medical...

Made available in DSpace on 2016-04-26T20:22:55Z (GMT). No. of bitstreams: 1 Gabriel Lopes Coutinho Filho.pdf: 11931211 bytes, checksum: 35f4108d1416dbbe44ec2b062a23e15c (MD5) Previous issue date: 2014-02-11 / The objective of this paper is to examine the phenomenon of accumulation of function to those originally contracted employee, according to current Brazilian legal system . The intensity of work in the contemporary world is a subject of great tension between employers and workers. The phenomenon examined , which has several facets , has great interest because it is a content change of object clause of the employment contract . The contemporary production methods require that workers have polyvalent skills. In Brazil, the sole paragraph of art.456 of the Labor Code (CLT) allows the employer to use your "jus variandi" changing the object clause of the employment contract. The central issue is that the Brazilian labor law allows employers freely change the object of the employment contract without any limitation not exceeding the personal conditions of the employees and provided that an express contract, or some proof of contracted function does not 'exist. The law, however, provides an unfavorable presumption the employee:: i'1 practice, it is common the absence of express employment contract and the employee is hardly proof of the contractual object, limiting its "resistentia jus". The assumption behind this work is the perception of injury to the worker due to the law, which contradicts many principles of labor law. Five constitutional violations are identified in law and is made a proposal for legislative change to examination. The completion of background work is that no legally able to prevent the phenomenon of "accurl1ulation of function", except through collective bargaining agreements. However, it is necessary to have legal mechanisms that protect the worker, giving him a proper wage compensation in the face of natural increased complexity of the work it performs / O objetivo deste trabalho é examinar o fenômeno dê acúmulo de função do empregado àquelas originalmente contratadas, segundo o sistema legal brasileiro atual. A intensidade do trabalho no mundo contemporâneo é tema de grande tensão entre empregadores e trabalhadores. O fenômeno examinado, que possui várias facetas, possui grande interesse, pois representa uma alteração da cláusula de objeto do contrato de trabalho. Os métodos produtivos contemporâneos determinam que os trabalhadores possuam habilidades polivalentes. No Brasil, o parágrafo único do art.456, da CLT (CLT), permite que o empregador utilize seu "jus variandi" para alterar a cláusula de objeto do contrato de trabalho. A questão central é que a lei trabalhista brasileira possibilita que o empregador altere livremente o objeto do contrato de trabalho sem qualquer limitação que não ultrapassem as condições pessoais do empregadose e desde que não exista um contrato expresso, ou alguma prova da função contratada. A lei, portanto, traz uma presunção desfavorável ao : empregado: na prática, é comum a ausência de contrato de trabalho expresso e . dificilmente o trabalhador faz prova do objeto contratado, limitando seu "jus resistentia". O pressuposto deste trabalho é a percepção de prejuízo ao trabalhador em decorrência da lei, fato que contraria muitos princípios do direito do trabalho. São identificadas cinco infrações constitucionais na lei e é feita uma proposta de alteração legislativa para exame. A conclusão de fundo do trabalho é que não há condições de impedir legalmente o fenômeno do "acúmulo de função", exceto por meio de contratos coletivos de trabalho. Todavia, é necessário haver mecanismos legais que protejam o trabalhador, concedendo-lhe uma compensação salarial adequada em face da natural maior complexidade do trabalho que executa

O Condomínio de Empregadores Rurais consiste em um modelo de contratação e gestão coletiva regulamentado no Brasil em 1999, com o intuito de assegurar aos trabalhadores rurais direitos trabalhistas e previdenciários. O Ministério do Trabalho e Emprego incentivou este modelo como alternativa às cooperativas de trabalho fraudulentas. No estado de São Paulo este sistema de registro foi bem aceito e considerado um avanço na modernização das relações de trabalho. A união de produtores rurais com a finalidade de contratar empregados foi classificada como contrato de equipe patronal rural, denominada o Pacto Rural de São Paulo. O Condomínio de Empregadores Rurais modificou o conceito de vínculo de emprego no mercado de trabalho temporário agrícola e possibilitou que o contrato de trabalho fosse mais prolongado. A dissertação visa a compreender por que fornecedores de cana implantaram o Condomínio de Empregadores Rurais no estado de São Paulo. Os procedimentos metodológicos para o estudo sobre a reunião de fornecedores em Condomínios de Empregadores combinaram pesquisa qualitativa, com entrevistas e observações, bem como levantamento bibliográfico e documental. A expansão do setor sucroalcooleiro no estado conferiu uma peculiaridade à região selecionada para a pesquisa empírica, constituída por municípios do Oeste e Noroeste do estado de São Paulo. O Condomínio de Empregadores reuniu fornecedores de cana, viabilizou o aumento da escala produtiva e desempenhou diversas funções como uma forma de organização da produção e do trabalho. / The Condominium of Rural Employers is a model of contracting, and collective management regulated in Brazil in 1999, in order to ensure to rural workers, labor rights and security. The Department of Labor encouraged this model as an alternative to fraudulent cooperatives work. In São Paulo this system of collective registry was well accepted and considered an advance in the modernization of labor relations. The union of farmers for the purpose of hiring employees is classified as contract employee staff retreat, called the Rural Pact of Sao Paulo. The Condominium of Rural Employers modified the concept of an employment market for temporary agricultural work, and allowed the contract of employment was longer. The project purpose is to understand why suppliers cane deployed the Condominium of Rural Employers in the State of Sao Paulo. The methodological procedures for the study on the meeting of suppliers Condominiums Employers combined qualitative research with interviews, and observations, as well as bibliographic, and documentary. The expansion of sugar industry in the State gave a twist to the region selected for empirical research, consisting of municipalities of the West, and northwest of the State of Sao Paulo. The Condominium of Rural Employers met sugarcane suppliers, it feasible to increase scale of production, and held various positions as a way of organizing production, and work.

O Condomínio de Empregadores Rurais consiste em um modelo de contratação e gestão coletiva regulamentado no Brasil em 1999, com o intuito de assegurar aos trabalhadores rurais direitos trabalhistas e previdenciários. O Ministério do Trabalho e Emprego incentivou este modelo como alternativa às cooperativas de trabalho fraudulentas. No estado de São Paulo este sistema de registro foi bem aceito e considerado um avanço na modernização das relações de trabalho. A união de produtores rurais com a finalidade de contratar empregados foi classificada como contrato de equipe patronal rural, denominada o Pacto Rural de São Paulo. O Condomínio de Empregadores Rurais modificou o conceito de vínculo de emprego no mercado de trabalho temporário agrícola e possibilitou que o contrato de trabalho fosse mais prolongado. A dissertação visa a compreender por que fornecedores de cana implantaram o Condomínio de Empregadores Rurais no estado de São Paulo. Os procedimentos metodológicos para o estudo sobre a reunião de fornecedores em Condomínios de Empregadores combinaram pesquisa qualitativa, com entrevistas e observações, bem como levantamento bibliográfico e documental. A expansão do setor sucroalcooleiro no estado conferiu uma peculiaridade à região selecionada para a pesquisa empírica, constituída por municípios do Oeste e Noroeste do estado de São Paulo. O Condomínio de Empregadores reuniu fornecedores de cana, viabilizou o aumento da escala produtiva e desempenhou diversas funções como uma forma de organização da produção e do trabalho. / The Condominium of Rural Employers is a model of contracting, and collective management regulated in Brazil in 1999, in order to ensure to rural workers, labor rights and security. The Department of Labor encouraged this model as an alternative to fraudulent cooperatives work. In São Paulo this system of collective registry was well accepted and considered an advance in the modernization of labor relations. The union of farmers for the purpose of hiring employees is classified as contract employee staff retreat, called the Rural Pact of Sao Paulo. The Condominium of Rural Employers modified the concept of an employment market for temporary agricultural work, and allowed the contract of employment was longer. The project purpose is to understand why suppliers cane deployed the Condominium of Rural Employers in the State of Sao Paulo. The methodological procedures for the study on the meeting of suppliers Condominiums Employers combined qualitative research with interviews, and observations, as well as bibliographic, and documentary. The expansion of sugar industry in the State gave a twist to the region selected for empirical research, consisting of municipalities of the West, and northwest of the State of Sao Paulo. The Condominium of Rural Employers met sugarcane suppliers, it feasible to increase scale of production, and held various positions as a way of organizing production, and work.

This thesis investigates what work ought to be like. The answer it presents consists of an outline of a liberaltheory of justice in the employment contract based on theory developed in the area of political philosophy. Thethesis also examines issues of efficiency—How should measures to improve working conditions be evaluated?—and the ethical implications of the economic theory of employment contracts and the neoclassical theory of themarket. Paper I: A theoretical framework is introduced for the evaluation of workplace inspections with respect totheir effects on working conditions. The choice of a concept of efficiency is discussed, and its relation to criteriafor a good working environment is clarified. It is concluded that in order to obtain reliable information onthe effects of different inspection methods, it is necessary to perform controlled comparative studies in whichdifferent methods are used on different workplaces. Paper II: This article outlines the structure of a Rawlsian theory of justice in the employment relationship.The theory answers three questions about justice and the workplace. What is the relationship between socialjustice and justice at work? How should we conceive of the problem of justice within the economic sphere?And, what is justice in the workplace? Reasons for a specific construction of a local original position are givenand arguments are presented in support of a principle of local justice in the form of a choice egalitarian localdifference principle. Paper III: The political philosophy of John Rawls is applied to the moral dilemma of whistleblowing, andit is shown that that the requirement of loyalty, in the sense that is needed to create this dilemma, is inconsistentwith that theory. In a discussion and rejection of Richard De George’s criteria on permissible whistleblowing,it is pointed out that the mere rejection of loyalty will not lead to an extreme position; harms can still be takeninto account. Paper IV: The case is made that if contemporary economics of the employment contract is correct, thenin order to explain the existence of employment contracts, we must make the assumption that the contractingparties are attempting to deal with decisiontheoreticignorance. It follows that the course of action that theemployer chooses to take when acting from authority cannot be justified by consent, since the informednesscriterion of consent cannot be satisfied under ignorance. It is then suggested that in order to achieve justificationof acts of authority, there must be in place a real possibility to contest employers’ decisions. Paper V: According to Ronald Dworkin’s theory of equality of resources, mimicking the ideal market fromequal starting points is fair. According to Dworkin, the ideal market should be understood as described in GérardDebreu’s influential work, which implies that we should conceive of trade as taking place under certainty. Thereare no choices under risk in such a market. Therefore, there is no such thing as option luck in the ideal market.Consequently, when mimicking this market, we cannot hold people responsible for option luck. Mimicking thismarket also implies that we ought to set up a social safety net, since rational individuals with perfect foresightwould see to it that they always have sufficient resources at each point in life. Furthermore, the idea of insuranceis incompatible with the ideal market. / QC 20100728

Tiriamajame darbe autorius siekia atskleisti teorinius bendro pobūdžio klausimus: apibrėžti darbo sutarties pasibaigimo ir nutraukimo sąvokas. Autoriaus nagrinėjami darbo sutarties nutraukimo darbdavio iniciatyva, kai nėra darbuotojo kaltės, pagrindai. Analizuojamas įspėjimas apie darbo sutarties nutraukimą. Lyginamuoju metodu pateikiamas tarptautinių dokumentų ir ES teisės normų, reguliuojančių darbo sutarties nutraukimą, reglamentavimas. Tiriamajame darbe pateikiamas garantijų ir apribojimų reglamentavimas, atsirandantis nutraukiant darbo sutartį darbdavio iniciatyvą, kai nėra darbuotojo kaltės. Pateikiamas teisminės praktikos apibendrinimas, reikšmingas teisingai aiškinant ir tinkamai taikant teisės normas, reglamentuojančias darbo sutarties nutraukimą darbdavio iniciatyva, kai nėra darbuotojo kaltės. / In this research work an author seeks to educe the theoretical character of questions: to define the conceptions of the expiry or the termination of an employment contract. Author analyses the grounds for the termination of an employment contract on the initiative of an employer without any fault on the part of an employee. Author analyses the notice of the termination of an employment contract. The regulation of the legal rules of international documents and EU presents by the comparable method. The regulation of the guarantees and limitations represents in this research work, which give effect to the termination of an employment contract on the initiative of an employer without any fault on the part of an employee. Author educes the generalization of judiciary practice, which is essential justly to interpret and properly to use rules of the termination of an employment contract on the initiative of an employer without any fault on the part of an employee.

Every society has jobs that need to be done in order to survive and to improve its members’ subjective well-being. Work is an important source of individuals’ subjective well-being. Employees within higher education institutions face a complex environment and play an important role in the reconstruction and development in South Africa. Employees are experiencing more challenges in the workplace than ever before. They spend more time at work and because they have less leisure time, they have fewer opportunities of seeking meaning in their lives. These factors have an impact on the well-being and happiness of employees in higher education institutions. The aim of this study was to investigate the relationship between employees’ work experience, type of contract and work outcomes of employees at a higher education institution. A cross-sectional survey design was used with 483 employees at a higher education institution and a response rate of 62% (N = 300) was obtained. The measuring instruments used in this study included the Psychological Contract Across Nations (PSYCONES), Employment Contract Scale, Job Satisfaction Scale, Mental Health Continuum - Short Form and Intention to Quit Scale. Exploratory factor analyses and Cronbach alpha coefficients were computed to determine the construct validity and reliability of the measures. Pearson correlation coefficients, multivariate analysis of variance, one-way analysis of variance and hierarchical regression analyses were used to examine the relationship between the constructs in this study. Bootstrap-estimated confidence intervals were used to assess the significance of indirect effects. The results of study 1 confirmed the validity and reliability of measures (except for the social contract). Age, tenure and gender had statistically significant effects on the fulfilment of one dimension of the psychological contract, namely work conditions. Younger people with less tenure experienced more fulfilment of the psychological contract (regarding work conditions). Tenure also impacted psychological contract violation. Type of contract (permanent versus temporary) impacted the fulfilment of the psychological contract (specifically work conditions). Males (compared to females) experienced more fulfilment of the psychological contract (regarding work conditions) and less violation of the psychological contract. Tenure and type of contract were also related to experiences of the employment contract. The results of study 2 showed that psychological contract violation, job dissatisfaction and lack of flourishing directly impacted turnover intention. Lack of psychological contract fulfilment indirectly impacted job dissatisfaction and languishing via psychological contract violation. The employment contract did not have a statistically significant effect on job satisfaction, flourishing and turnover intention of employees in a higher education institution. Psychological contract violation indirectly impacted turnover intention via job dissatisfaction and languishing of employees. The results of this study confirmed the important role of fulfilment of the psychological contract and non-violation of the psychological contract regarding job satisfaction, flourishing and retention of employees in a higher education institution. Recommendations were made for future research. / MCom, Labour Relations Management, North-West University, Vaal Triangle Campus, 2012