O presente trabalho possui preponderantemente a natureza de pesquisa teórica, sem, contudo, olvidar-se aspectos empíricos, documentais e históricos. As múltiplas naturezas decorrem da relevância dos fundamentos teóricos e do caráter imprescindível dos documentos existentes e da história por de trás das normas pertinentes. O objetivo desta pesquisa foi a busca de um critério jurídico que sirva como alternativa à solução ofertada pelo Tribunal Superior do Trabalho por meio da Súmula n.º 363 aos empregados que prestem trabalhos à Administração Pública à míngua de prévia aprovação em concurso público. Pretendeu-se demonstrar a necessidade de se diferenciar os trabalhadores que ignoram a prestação de trabalho para a Administração Pública daquelas que têm conhecimento da natureza jurídica de seu empregador em um cenário em que o concurso público é pressuposto formal sem o qual o ato jurídico que vincula os sujeitos da relação de emprego é invalido. Como referências teóricas foram utilizadas a teoria geral do Direito do Trabalho, em especial dos contratos de trabalho, a teoria geral dos atos jurídicos, nomeadamente as teorias da nulidade e da ineficácia, a ponderação de princípios, a harmonização de princípios, a boa-fé e, ainda, a teoria geral da prova em razão das repercussões processuais do estudo. Por fim, como resultado, demonstrou-se que a utilização da boa-fé como critério diferenciador da concessão de direitos aos empregados que trabalhem para a Administração Pública sem a prévia aprovação em concurso público proporciona harmonização entre o princípio do valor social do trabalho e os princípios regentes da Administração Pública. / This work has mainly the nature of theoretical research, without, however, forgetting is empirical aspects, and historical documentary. The multiple natures derive the relevance of the theoretical and the essential nature of existing documents and the story behind the relevant standards. The aim of this study was to search for a legal test that serves as an alternative to the solution offered by the Superior Labor Court by Precedent n. 363 employees who provide jobs to government starved prior approval in tender. It was intended to demonstrate the need to differentiate Worker who ignore the provision of work for the Public Administration of those who have knowledge of the legal nature of their employer in a scenario in which the tender is formal assumption without which the legal act that binds the subject of the employment relationship is invalid. Theoretical references were used the general theory of labor law, especially of labor contracts, the general theory of legal acts, including the theories of invalidity and ineffectiveness, the weighting of principles, harmonization of principles, good faith and also the general theory of proof because of the procedural implications of the study. Finally, as a result, it was shown that the use of good faith as a differentiating criterion for granting rights to employees who work for the Public Administration without prior approval in tender offers harmonization between the principle of the social value of work and governing principles of public administration.

O trabalho artístico infanto-juvenil é a temática que norteia a presente pesquisa. Dentro desse tema, observa-se uma discussão ampla na doutrina sobre a sua validade e qual a forma jurídica da prestação de serviços quando a atividade é exercida por crianças e adolescentes. Para enveredar por esta problemática, traz-se como suporte metodológico a abordagem dedutiva e técnica de pesquisa bibliográfica. O texto esta dividido em capítulos, onde se abordam os distintos assuntos que confluem para os objetivos pretendidos. São eles: evolução das regras jurídicas de direito do trabalho e defesa da exploração do trabalho das crianças e adolescentes, importância do estudo das artes para o ser humano em desenvolvimento e legalidade dessa prática, e, por último, a inclusão dessa discussão no ordenamento jurídico pátrio. A conclusão a que se chega é que, de acordo com as regras jurídicas aplicáveis atualmente, é válido o trabalho infanto-juvenil artístico, desde que cumpridas as normas legais em vigor. / The artwork juvenile is the theme that guides the present research. Within this theme, there is a broad discussion on the doctrine on which the validity and the legal form of the service when the activity is carried out by children and adolescents. To embark on this issue brings up as methodological support the deductive approach and technical literature. The text is divided into chapters, which deal with the different issues that converge to the desired goals. They are: the evolution of legal rules of labor law and defense of labor exploitation of children and adolescents, the importance of the study of the arts to the developing human and legality of this practice, and, finally, the inclusion of this discussion in the legal paternal. The conclusion reached is that, according to the applicable legal rules currently valid work juvenile art, provided it fulfills the legal provisions in force

<p>The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being. It comprises four studies in which questionnaire data is used to study differences among temporary workers (Study I & II) and differences in the alternative workforce (fixed-term, on-call, and part-time workers) compared to permanent full-time workers (Study III & IV), in order to analyze the impact of different types of contracts together with individual differences. Study I found that attitudes, role stress, and health varied across different patterns in individuals’ backgrounds and contract forms. Study II demonstrated that distinct patterns of voluntary and involuntary contract motives and of work involvement associated with differences in reported work-related and general well-being. Study III showed that well-being and organizational attitudes were related to individuals’ job and contract preferences and, to some degree, heterogeneity in contract types. Study IV revealed that individuals’ perceptions of job conditions (control, demands, and job insecurity) predicted well-being, whereas type of employment contract was found to be less important. Employment contract forms, however, interacted with individual diversity in Study III and IV. The thesis concludes that differences among individuals are important for understanding the implications of different types of alternative employment contracts. Future research should focus on these interactive mechanisms to better understand the consequences of alternative employment forms.</p>

The increasing use of temporary and part-time employment in recent decades was initially expected to lead to negative effects for the individual. The empirical evidence, however, has been equivocal and the consequences are therefore still unclear. This thesis adopts a psychological approach to alternative employment by investigating how heterogeneity in employment contracts together with individual differences associate with work attitudes and subjective well-being. It comprises four studies in which questionnaire data is used to study differences among temporary workers (Study I &amp; II) and differences in the alternative workforce (fixed-term, on-call, and part-time workers) compared to permanent full-time workers (Study III &amp; IV), in order to analyze the impact of different types of contracts together with individual differences. Study I found that attitudes, role stress, and health varied across different patterns in individuals’ backgrounds and contract forms. Study II demonstrated that distinct patterns of voluntary and involuntary contract motives and of work involvement associated with differences in reported work-related and general well-being. Study III showed that well-being and organizational attitudes were related to individuals’ job and contract preferences and, to some degree, heterogeneity in contract types. Study IV revealed that individuals’ perceptions of job conditions (control, demands, and job insecurity) predicted well-being, whereas type of employment contract was found to be less important. Employment contract forms, however, interacted with individual diversity in Study III and IV. The thesis concludes that differences among individuals are important for understanding the implications of different types of alternative employment contracts. Future research should focus on these interactive mechanisms to better understand the consequences of alternative employment forms.

Bendras šio darbo, tema „Darbo sutarčių nutraukimo už šiurkščius darbo pareigų pažeidimus, kuriais kėsinamasi į turtą, turtines teises ir turtinius interesus (Darbo kodekso 235 straipsnio 2 dalies 2 ir 7 punktas)“, tyrimo tikslas – darbo sutarčių nutraukimo už šiurkščius darbo pareigų pažeidimus, numatytus Darbo kodekso 235 straipsnio 2 dalies 2 ir 7 punktuose reglamentavimo bei praktinio įgyvendinimo klausimų analizė. Pirmoje dalyje atskleidžiamos veikų, numatytų Darbo kodekso 235 straipsnio 2 dalies 2 ir 7 punktuose, sampratos, analizuojamas jų pasireiškimo darbo teisiniuose santykiuose galimybės ir būdai, pateikiami pasiūlymai kaip organizuoti turto, turtinių teisių ir turtinių interesų apsaugą. Antroje dalyje, lyginant Darbo įstatymų kodeksą, Darbo sutarties įstatymą ir Darbo kodeksą, analizuojama kaip keitėsi darbo sutarties nutraukimo be ispėjimo reglamentavimas po Lietuvos Respublikos nepriklausomybės atkūrimo, taip pat, remiantis šią dieną galiojančiu Darbo kodeksu bei Lietuvos Aukščiausiojo Teismo formuojama vieninga teismų praktika, nagrinėjama darbo sutarties nutraukimo, kaip drausminės nuobaudos, įgyvendinimo tvarka. Šioje darbo dalyje pateikiami Lietuvos įmonių apklausos apibendrinimo rezultatai bei tam tikri jų vertinimai. Darbo pabaigoje pateikiamos, pirmoje ir antroje dalyje išanalizuotų klausimų pagrindu prieitos išvados, taip pat temos atskleidimui naudotos literatūros sąrašas. / The general task of this work is analysis of legal regulations on Termination of Employment Contracts Due to Gross Breach of Work Duties (Paragraphs 2 (2) and 2 (7) of Article 235 of the Labour Code of the Republic of Lithuania) and their practical application. The first part discloses conceptions of deeds provided in the Labour Code of the Republic of Lithuania (Paragraphs 2 (2) and 2 (7) of Article 235) and also how those deeds display in the relations governed by the Labour Law. There are some suggestions made how the Employer could organize protection of his property, property rights and property interests. The second part contains analysis of regulation of termination of employment contracts due to gross breach of work duties changed since the rehabilitation of the Independence of Lithuania Republic. The order of application of termination of the labour contract as a disciplinary punishment is analysed on the ground of the valid Labour Code and the unified court practise formed by the Supreme Court of the Republic of Lithuania. There are drawn some conclusions based on questionnaire filled by Lithuania companies. The conclusions on the subjects analyzed in the first and second parts of the work are drawn by the author at the ending as well as the list of literature referred to.

Comparison of approaches to the issue of the concurrence of the performance of the function of a member of the statutory body and the employment relationship in commercial corporations in the French and Czech legal order The possibility of concurrence of the performance of the function of a member of the statutory body and the employment relationship within one company is traditionally non regulated by Czech legal order. The solution is based on case law which, due its rigorous approach and poorly developed argumentation, does not offer neither clear answer to the question, nor the sufficient level of legal certainty. The thesis aims to analyse the approaches to the issue of the concurrence and its solution in France and the Czech Republic respectively, compare this approaches and propose possible adjustments in the approach of Czech justice to the issue, regarding the decision of the Czech Constitutional court from 13th September 2016, no. I. ÚS. 190/15. The thesis is divided into four parts. First part defines the basic legal notions in context of the legal orders of both countries. In the second and third part are described both approaches to the issue of concurrence of the performance of the function of a member of the statutory body and the employment relationship in France and the Czech...

O trabalho que segue tem como tema a súmula 331 do TST como instrumento de precarização laboral. O título escolhido foi fruto de inquietações próprias do autor, no que concerne às modificações pelas quais vem passando a relação de trabalho. O método utilizado neste trabalho, com o auxílio de livros, periódicos e pesquisas, foi o dedutivo. A princípio, o autor faz uma análise acerca dos direitos e princípios fundamentais do trabalhador. Posteriormente, foram analisadas algumas das formas atuais e atípicas de contratação de trabalhadores, frutos de políticas flexibilizadoras, com foco especial sobre a terceirização e a súmula 331 do Tribunal Superior do Trabalho. No decorrer do estudo, o autor fará um liame entre esses assuntos, numa tentativa de demonstrar que a terceirização, fundada no seu instrumento normativo (Súmula 331 do Tribunal Superior do Trabalho), atinge, de forma negativa, os direitos e princípios do trabalhador, abalando com toda a estrutura de proteção que sobre ele recai. Como poderá ser analisado, após muitas investigações, constata-se que a terceirização, legitimamente reconhecida pelo Estado, através da mais alta corte trabalhista do país, contraria princípios constitucionais de aplicabilidade para os trabalhadores, bem como direitos jusfundamentais

O presente trabalho possui preponderantemente a natureza de pesquisa teórica, sem, contudo, olvidar-se aspectos empíricos, documentais e históricos. As múltiplas naturezas decorrem da relevância dos fundamentos teóricos e do caráter imprescindível dos documentos existentes e da história por de trás das normas pertinentes. O objetivo desta pesquisa foi a busca de um critério jurídico que sirva como alternativa à solução ofertada pelo Tribunal Superior do Trabalho por meio da Súmula n.º 363 aos empregados que prestem trabalhos à Administração Pública à míngua de prévia aprovação em concurso público. Pretendeu-se demonstrar a necessidade de se diferenciar os trabalhadores que ignoram a prestação de trabalho para a Administração Pública daquelas que têm conhecimento da natureza jurídica de seu empregador em um cenário em que o concurso público é pressuposto formal sem o qual o ato jurídico que vincula os sujeitos da relação de emprego é invalido. Como referências teóricas foram utilizadas a teoria geral do Direito do Trabalho, em especial dos contratos de trabalho, a teoria geral dos atos jurídicos, nomeadamente as teorias da nulidade e da ineficácia, a ponderação de princípios, a harmonização de princípios, a boa-fé e, ainda, a teoria geral da prova em razão das repercussões processuais do estudo. Por fim, como resultado, demonstrou-se que a utilização da boa-fé como critério diferenciador da concessão de direitos aos empregados que trabalhem para a Administração Pública sem a prévia aprovação em concurso público proporciona harmonização entre o princípio do valor social do trabalho e os princípios regentes da Administração Pública. / This work has mainly the nature of theoretical research, without, however, forgetting is empirical aspects, and historical documentary. The multiple natures derive the relevance of the theoretical and the essential nature of existing documents and the story behind the relevant standards. The aim of this study was to search for a legal test that serves as an alternative to the solution offered by the Superior Labor Court by Precedent n. 363 employees who provide jobs to government starved prior approval in tender. It was intended to demonstrate the need to differentiate Worker who ignore the provision of work for the Public Administration of those who have knowledge of the legal nature of their employer in a scenario in which the tender is formal assumption without which the legal act that binds the subject of the employment relationship is invalid. Theoretical references were used the general theory of labor law, especially of labor contracts, the general theory of legal acts, including the theories of invalidity and ineffectiveness, the weighting of principles, harmonization of principles, good faith and also the general theory of proof because of the procedural implications of the study. Finally, as a result, it was shown that the use of good faith as a differentiating criterion for granting rights to employees who work for the Public Administration without prior approval in tender offers harmonization between the principle of the social value of work and governing principles of public administration.

This article addresses the theme referred to the remedies of the suspension of work by reason of fortuitous event or force majeure. Through an analysis of the current legislation in the subject and administrative precedents, the author examines how this regulation is applied, and how this mechanism allows or not the labour continuity. By recognizing labour continuity as the foundation of the suspension of work by reason of fortuitous event and force majeure, the author concludes in the need for legal mechanisms to enable the employment relationship flexibilization. / El presente artículo aborda la temática referida a la suspensión de labores por caso fortuito o fuerza mayor. Realizando un análisis sobre la legislación vigente en la materia y precedentes administrativos, el autor examina cómo es que la regulación se aplica, y cómo este mecanismo permite o no la continuidad laboral. Reconociendo la continuidad laboral como fundamento de la suspensión por caso fortuito y fuerza mayor, el autor concluye en la necesidad de mecanismos legales que permitan la flexibilización de la relación laboral.

La rupture du contrat de travail se caractérise en général par la volonté unilatérale d’une partie et ce n’est que par une construction jurisprudentielle issue du droit des contrats en application de l’article 1134 du Code civil que la rupture d’un commun accord a été rendue possible. Elle ne doit pas être confondue avec une transaction et ne poursuit pas les mêmes objectifs. Elle connu néanmoins un succès très restreint et fût mise à l’écart par le droit du travail. Ce mode de rupture amiable n’a connu sa consécration qu’avec la loi du 25 juin 2008 créant la rupture conventionnelle. Elle a été influencée par la jurisprudence relative à la rupture d’un commun accord classique pour finalement s’en éloigner définitivement et suivre son propre chemin. On a donc pu apprécier l’incidence que chacune des formes de rupture a pu avoir sur l’autre. Les litiges entre les parties, ainsi que les restrictions liées à l’état de santé du salarié ne font désormais plus obstacle à la conclusion d’une rupture conventionnelle, privilégiant ainsi la volonté des parties au détriment de la protection du salarié. Cette réforme a de plus créé une dualité entre ces deux régimes ; mais le juge a rapidement affirmé l’exclusivité de la rupture conventionnelle en ce qui concerne le contrat à durée indéterminée. Toutefois cette dualité persiste encore dans de nombreux domaines. Il semblait donc intéressant d’étudier les pistes destinées à améliorer encore ce mode de rupture amiable en essayant de concilier la fluidité et la sérénité des relations de travail / The termination of an employment contract is generally characterised by one party’s unilateral intention to terminate and the possibility to terminate by mutual agreement has only been construed by case law on the basis of article 1134 of the civil code. Such termination by mutual agreement is not to be confused with a transaction and does not pursue the same objectives. This construction has however not encountered much success and has been sidelined by labour law practitioners. The amicable termination of employment contracts has not been truly sanctioned until the law of 25 June 2008 that created the contractual termination. The contractual termination has been influenced by the case law that construed the termination by mutual agreement, but it ultimately moved away for good and followed its own path. It was thus possible to analyse the impact each kind of amicable termination had on its alternative. Legal proceedings between the parties and restrictions in connection with the health of the employee do not prevent a contractual termination, thereby privileging the autonomy of the parties over the protection of the employee. In the beginning there was a rivalry between the two kinds of termination, but case law has quickly established the exclusivity of the contractual termination for permanent employment contracts. However the duality remains in numerous other domains. It seemed thus interesting to study the possibilities that may improve the existing alternatives of amicable termination and reconcile fluidity and serenity in the employer-employee relationship