El VII Pleno Jurisdiccional Supremo en Materia Previsional y Laboral consideró que solo merecen protección de eficacia resarcitoria los trabajadores de dirección o de confianza de entidades y empresas del sector privado que desde su ingreso ocuparon una posición en la que ejercían funciones ordinarias o comunes, más no los que directamente ocuparon un puesto de confianza o de dirección. A pesar de que nuestra legislación ampara la protección ante despido arbitrario, en la práctica a los trabajadores de confianza se les retira de sus cargos bajo la premisa de “pérdida de confianza”, este ya es un serio problema, sin embargo, el mismo se agrava aún más en los tribunales, donde a nivel jurisprudencial y en base al Pleno mencionado, el cual no es vinculante, se les está privando, en algunos casos, a aquellos trabajadores de confianza que han superado un periodo de prueba de manera satisfactoria, de un derecho o beneficio laboral que les corresponde. Esto ha ocasionado una fuerte incertidumbre jurídica y una falta de criterio uniforme en cuanto al accionar justo, pues no todos obtienen lo que “les es debido”. La problemática sobre la cual se enfocará la presente investigación es de suma importancia para ventilar esta posición discriminatoria injustificada, así como para determinar los criterios para garantizar la protección resarcitoria frente al despido arbitrario de todos los trabajadores de confianza. De esta manera se busca argumentar una efectiva protección y consecución de estabilidad laboral, evitando así las posibles injusticias que, aunque hoy solo reciben algunos, resulta una amenaza para todos. / The Seventh Supreme Jurisdictional Plenum on Social Security and Labor Matters considered that only management workers or trusted workers of private sector companies and/or institutions who first entered a position in which they performed common or ordinary duties, deserved protection with the effect of compensation, but not those who directly held a position of trust or management. Despite the fact that our legislation provides protection against arbitrary dismissal, in practice, trusted workers are removed from their jobs because of “loss of confidence”. This is already a serious problem, however, the problem is even worse in the courts, in case law level, where on the basis of the above-mentioned plenum, which is not binding, trusted workers who have successfully passed a probationary period are in some cases deprived of a right or benefit to which they are entitled. This has led to considerable legal uncertainty and a lack of uniform standards of fairness, as not everyone gets what is “due to them”. The problem on which this investigation will focus is extremely important in order to clarify this unjustified discriminatory position, as well as to determine the criteria for guaranteeing compensatory protection of all management workers and trusted workers against arbitrary dismissal. In this way, it seeks to argue for effective protection and achievement of job stability, thus avoiding possible injustices that, although today only some receive, are a threat to all. Keywords: Reliance, indemnity,

El Decreto Legislativo 728 es un régimen que asegura que a todos los empleados tengan acceso a un trabajo que los proteja del desempleo. Además, la ineficacia de las leyes laborales que protegen a los empleados y/o la falta de contabilización o reconocimiento de los beneficios laborales que exige la ley. Tanto el empleado y el empleador sufren pérdidas ya que nadie puede acceder completamente en su totalidad a los beneficios que le corresponden a cada uno cuando no son reconocidos. Por lo tanto, el artículo de revisión tiene como propósito que las empresas atiendan los riesgos laborales que están asociados al incumplimiento del Decreto, con apoyo de los diferentes artículos de investigación. Finalmente, una buena matriz de riesgo es muy de importante, dado que permite clasificar y medir los riesgos operacionales que puede estar cometiendo las empresas a lo largo de años. La metodología del presente artículo se ejecutó con la recopilación y revisión de artículos científicos, revistas y de documentos encontrados en páginas como Alicia Concytec, Scielo, Google Académico, Dialnet, Redalyc, con el objetivo de determinar los riesgos y consecuencias ante el incumplimiento del Decreto Legislativo. / Legislative Decree 728 is a regime that ensures that all employees have access to a job that protects them from unemployment. In addition, the ineffectiveness of labor laws that protect employees and/or the lack of accounting or recognition of labor benefits required by law. Both the employee and the employer suffer losses since no one can fully access the benefits that correspond to each one when they are not recognized. Therefore, the purpose of the review article is for companies to address the occupational risks that are associated with non-compliance with the Decree, with the support of the different research articles. Finally, a good risk matrix is very important, since it allows classifying and measuring the operational risks that companies may be committing over the years. The methodology of this article was carried out with the compilation and review of scientific articles, magazines and documents found in pages such as Alicia Concytec, Scielo, Google Scholar, Dialnet, Redalyc, with the aim

許多公共政策的的實施雖以提升社會福利為出發點, 但往往造成了扭曲 勞動市場的現象。為了瞭解實施公共政策對勞動市場會產生多大的衝擊, 在 本論文中, 我們以台灣為對象, 分別探討兩項公共政策對勞動市場的效果。首 先我們探討全民健康保險制度的實施對勞動市場均衡工資與工時的影響。台 灣自1995年起推行全民健保, 以透過收取健保費的方式來籌措經費。但由於 員工及雇主所負擔的健保費為員工薪資的比例, 如同對員工課徵了一筆薪資 稅, 加上健保費與健保福利兩者在制度中並沒有任何關聯, 因此, 在這樣的機制之下, 我們認為全民健保的實施對勞動市場將可能形成負面衝擊。我們的 實證結果發現, 全民健保的實施的確會使勞動市場均衡工時下降, 但對均衡 工資率的效果則不顯著。其次, 本論文探討勞動保護法令的實施對勞動市場 流動的影響。台灣於1984年實施勞動基準法。由於勞基法是台灣第一套全面 性的勞動法規, 在勞基法實施後, 勞工在就業上受到許多保障, 但相對的, 卻提高了雇主的解雇成本。雇主很可能為了因應較高的解雇成本而減少解雇數 量, 且在雇用新進員工時也變得相對保守, 使勞動市場的流動將會因此降低, 進而可能造成生產力下降等的社會成本。我們的實證結果顯示, 勞基法的實 施會使勞動市場流動下降。而且, 當勞動檢查越嚴格時, 勞動市場流動亦下 降得更嚴重。 / The original purpose of most labor market policies is to enhance social welfare of a specific group of individuals and sustain a fair social relationship. However, the labor market may be distorted by the introduction of these public policies. In this thesis we examine the labor market effects of two public policies in Taiwan. Firstly, we investigates the impacts of national health insurance on the labor market. Taiwan's national health insurance is financed by premiums, which are proportional to an employee's salary. These premiums may introduce distortions to the labor market. Based on repeated cross-sections of individual data we find that, on average, private sector employees' work hours declined relative to their public sector counterparts, while their relative wage rates were almost unchanged with the introduction of national health insurance. Secondly, we investigates the effects of employment protection legislation on the rates of worker flows, job reallocation, and churning flows. Our study’s empirical identification takes advantage of the natural experiment created by Taiwan's enactment of Labor Standards Law, which substantially increases the costs of firing an employee, in 1984 and the subsequent measures of the law’s enforcement. Moreover, our identification also exploits the fact that in Taiwan the stringency of Labor Standards Law’s provisions and the intensity of the law's enforcement vary with establishment size. Our analysis is based on monthly data at the establishment level for the period 1983–1995. We find that Taiwan’s Labor Standards Law and its enforcement measures dampen worker and job turnover rates for medium-sized and large establishments, and the dampening effects vary with establishment size.

In the literature on the emergence of the welfare state, the strength of trade unions and the organized working class is often touted as the primary driving force behind the welfare state project. Furthermore, much of the previous literature has tended to assume union homogeneity across countries, federations, industries and professions. What is conspicuously lacking from the current political science literature is a systematic analysis of real-world trade unions’ choice of labor market advocacy focus. Using a qualitative approach and studying both published union material as well as conducting a number of elite interviews with high-level union officials, this thesis studies the degree to which Swedish trade unions’ labor market policy preferences are defined by the union members’ labor market risk exposure and whether the union adheres to white-collar or blue-collar unionism. While the conclusions indeed suggest that labor market risk and blue-collar/white-collar unionism do have a systematic impact on cartain aspects of trade unions’ labor market advocacy, future “large N” studies utilizing alternative methodological approaches will be required to draw more easily generalizable conclusions.

<p>The swedish law of contract is fundamental within several civil law areas, among others labour law. The labour law contains more explicit legislation specificly adapted to the relation between employers and employees. Sometimes the labour law needs to rely on more general regulations, such as the law of contract. When the situation contains a specific contract relation dilemma it is logical to use the law of contract, when for example the law of employee protection does not reach an acceptabel solution.</p><p>Transfer of undertaking is a situation were the employee protection is disregarded. The Euro directive 2001/23/EG prescribes, by its implemented rules in the law of employee protection, that rights and duties, such as employement agreements, passes on to the earner of the business. The employee also has the right to oppose a new employement situation which follows by the 6 b § 4 piece law of employee protection.</p><p>Transfer of undertaking is becoming common i todays business life why it is important to analyse and clear the meaning of the transfer, from a labour law and contract law perspective. To make a contract law interpretation of what it means to leave an answer regarding a further employment is something that can involve more than as an employee oppose a continued employment. What includes the transfer of undertaking situation for an employee, in a contract law perspective? That is a question that summarizes the main purpose of this essay. My choise is to interpretate the law of contract restrictive to avoid a too general or wide meaning of the law.</p>

The swedish law of contract is fundamental within several civil law areas, among others labour law. The labour law contains more explicit legislation specificly adapted to the relation between employers and employees. Sometimes the labour law needs to rely on more general regulations, such as the law of contract. When the situation contains a specific contract relation dilemma it is logical to use the law of contract, when for example the law of employee protection does not reach an acceptabel solution. Transfer of undertaking is a situation were the employee protection is disregarded. The Euro directive 2001/23/EG prescribes, by its implemented rules in the law of employee protection, that rights and duties, such as employement agreements, passes on to the earner of the business. The employee also has the right to oppose a new employement situation which follows by the 6 b § 4 piece law of employee protection. Transfer of undertaking is becoming common i todays business life why it is important to analyse and clear the meaning of the transfer, from a labour law and contract law perspective. To make a contract law interpretation of what it means to leave an answer regarding a further employment is something that can involve more than as an employee oppose a continued employment. What includes the transfer of undertaking situation for an employee, in a contract law perspective? That is a question that summarizes the main purpose of this essay. My choise is to interpretate the law of contract restrictive to avoid a too general or wide meaning of the law.

Le premier chapitre montre l'interdépendance sur le marché locatif entre le formalisme procédural (FP) et les réseaux sociaux locaux. Tandis que le FP augmente le coût de résolution des conflits juridiques entre propriétaires et locataires, les réseaux sociaux présentent l'avantage de pouvoir régler un conflit sans la justice. Le FP permet de rendre plus intéressant aux yeux du propriétaire les individus appartenant à un réseau social. Le deuxième chapitre explique l'importance du soleil sur la demande de régulation du marché locatif. Les pays d'Europe du sud très ensoleillés sont attractifs de par leur douceur de vie. Cette immigration potentielle augmente la tension sur le marché locatif. Pour la réduire, les individus d'Europe du sud développent une complémentarité entre capital social local et régulation. Cette stratégie explique un équilibre méditerranéen où le capital social local et le FP sont élevés. A contrario, l'absence d'attractivité des pays faiblement ensoleillés explique un équilibre anglo-saxon et scandinave aux caractéristiques opposées. Le troisième chapitre explique le soutien pour la régulation du marché du travail par la présence de régulations sur le marché locatif. Lorsque ce dernier est très régulé, les propriétaires sélectionnent les locataires selon leur capacité à payer le loyer. Protéger les contrats à durée indéterminée oblige les entreprises à sélectionner les travailleurs et permet alors aux propriétaires de mieux estimer le risque individuel de licenciement. Nous construisons un modèle où les individus sans emploi demandent plus de régulations et de protections en dépit de l’augmentation du chômage et de la part des contrats temporaires. / The first contribution studies the complementarities between the strength of social networks and the stringency of procedural formalism. While procedural formalism increases the cost of legal dispute resolution between landlords and tenants, social networks allow conflicts to be solved without recourse to justice. Procedural formalism is thus a way to provide a market advantage to local individuals embedded in dense local social networks at the expense of nonlocal agents without access to such networks.The second contribution deals with the importance of the sun on the demand for regulation in the rental market. Southern European countries with good climate amenities are attractive by their mildness of life. This potential immigration increases the pressure on the rental market. To reduce it, individuals in Southern Europe develop complementarities between social capital and local regulations. This strategy explains a Mediterranean equilibrium characterized by high levels of local social capital and procedural formalism. Conversely, the lack of attractiveness of countries with low climate amenities leads to an Anglo-Saxon and Scandinavian equilibrium with opposite features.The third contribution explains the support for labor market regulation by the presence of regulations on the rental market. When the rental market is very regulated, landlords screen applicants with regard to their ability to pay the rent. Protecting regular jobs offers a second-best technology to sort workers, thereby increasing the rental market size. We provide a model where non-employed workers demand protected jobs despite unemployment and the share of short-term jobs increase.

1 Transfer of an employee to alternative work due to health reasons Abstract This thesis deals with the legal regulation of the institute of transferring an employee to alternative work due to health reasons and its related labor law contexts. The introductory chapter briefly describes the development and legal regulation of the institute of transfer of an employee to alternative work. Attention is focused on the compliance of unilateral transposition with the Charter of Fundamental Rights and Freedoms and the obligations arising from international treaties, as well as the principles of labor and civil law. In addition to that, essential terms for the further discussion of the institute of transfer of an employee are being defined: the type of work, specific description of the type of work and the employer's dispositional power. The second part of the thesis is dedicated to the legal regulation of changes in the content of the employment by agreement and unilateral legal action and in particular, by transfer. The third part focuses on the introduction of basic occupational health concepts, which are used in the following chapters focusing on transfers due to health reasons. Attention is focused mainly on the medical opinion, which is one of the most common and problematic reasons for transferring employees...

[pt] Esta tese é composta de três capítulos que analisam aspectos do mercado de trabalho. O primeiro capítulo estima o efeito da mudança na Lei do Aviso Prévio em 2011 no Brasil. A nova lei tornou as demissões sem justa causa mais caras para as firmas, e o aumento do custo se deu de maneira crescente no tempo de serviço do empregado. O aviso prévio é parte do arcabouço da legislação de proteção ao emprego, e tem intenção preservar vínculos que, embora não desejados no curto prazo, seriam viáveis no longo prazo. No entanto, os resultados apontam para o aumento das demissões nas firmas mais afetadas e um ambiente de maior rotatividade. Tais resultados são especialmente desfavoráveis considerando o ambiente já de elevada rotatividade no Brasil. Argumentamos com um modelo teórico que o desenho da nova lei é consistente com os resultados, na medida em que se elevou não apenas o custo de demissão, mas também o custo esperado da continuidade do vínculo empregatício. O segundo capítulo avalia os efeitos da expansão das usinas de etanol no Mato Grosso do Sul (MS), pela perspectiva de realocação do trabalho. Seguindo os trabalhadores ao longo dos períodos, encontramos mecanismos que permitiram o ajuste da mão de obra às novas demandas por trabalho geradas por este grande investimento. Exploramos as realocações entre setores, ocupações e regiões. O terceiro capítulo estima impactos da modernização da agricultura (a partir de inovações da década de 1970) no Brasil Central, considerando os efeitos na força de trabalho e nas decisões de investimento em educação. Mostramos que este evento afetou a demanda por trabalho na região, gerando ganhos para a população adulta como um todo. Dessa forma, os incentivos para os mais jovens nas escolhas entre trabalhar (com ganhos imediatos do emprego) e investir em capital humano (e esperar ganhos potencialmente mais altos no futuro) também mudaram. / [en] This thesis consists of three essays on labor markets. The first chapter estimates the effect of the change in the Advance Notice Law in 2011 in Brazil. The new law made unjustified (without cause) dismissals more expensive for firms, and the cost gradually increased with tenure. Advance notice is part of the framework of employment protection legislation and is intended to preserve job contracts that, although undesirable in the short term, would be viable in the long term. However, results point to an increase in layoffs in the most affected firms and a higher turnover environment. These results are especially unfavorable considering the already high turnover rate in Brazil. I argue with a theoretical model that the design of the new law is consistent with the results because it increased not only the cost of dismissal but also the expected cost of continuity of employment. The second chapter evaluates the effects of the expansion of the ethanol mills in Mato Grosso do Sul (MS), from labor reallocation perspective. Tracking workers over the years, the analysis indicated mechanisms that enabled labor adjustment to the new labor demands generated by this large investment. I explore the reallocation across sectors, occupations, and regions. The third chapter estimates the impact of the modernization of agriculture (from the innovations of the 1970s) in Central Brazil, considering the effects on the labor force and investment decisions in education. The analysis shows that this event affected labor demand in the region, generating gains for the adult population. In this way, incentives have also changed for young people to make choices between working, with immediate job gains, and investing in human capital, and thus expect potentially higher gains in the future.

The global pharmaceutical industry is a highly competitive and rapidly changing environment, defined by rigorous regulations and a constant need for new discoveries and developments. Pharmaceutical MNCs operate in a variety of legal and cultural contexts, making it crucial for them to possess a thorough understanding of local laws and customs to ensure regulatory compliance and long-term business sustainability. The combination of a strong economy, a robust research and development infrastructure, and a highly skilled workforce has positioned Sweden as an appealing destination for pharmaceutical MNCs seeking to expand their global presence. This thesis investigates the impact of Swedish labour law, specifically the Co-Determination Act (MBL) and the Employment Protection Act (LAS), on multinational pharmaceutical companies operating in Sweden. Through a qualitative study incorporating semi-structured interviews with HR directors from two leading pharmaceutical MNCs and legal experts from two corporate law firms, the study explores how these regulations influence operational strategies, decision-making processes, and human resource management practices. The findings highlight the complexities MNCs face in complying with MBL and LAS, including extended decision-making timelines and challenges with employee retention and termination due to the “last in, first out” principle. However, the study also identifies benefits such as enhanced employee morale and trust, which contribute to a positive work environment. The conclusions suggest that while these two regulations impose significant operational constraints, they also offer strategic advantages that can lead to improved employee engagement and organisational stability. While primarily focusing on the management perspective within MNCs, this study leaves the employee viewpoint unexplored. Future research could explore the employeee xperience to provide a more comprehensive understanding of the impact of MBL and LAS. Additionally, while centred on the pharmaceutical industry, the findings may have broader implications for other industries and could pave the way for further research into how these regulations affect various industries and potentially influence foreign direct investment in Sweden. Given the limited sample size, further research with a larger and more diverse sample is also warranted to validate and generalise these results. Nevertheless, this study provides insights for new MNCs navigating the Swedish labourlaw landscape, aiding in strategic planning and decision-making.