This article develops the historical process of the formation of the concept of decent work, its basic guidelines and as its content has been altered by the increasing globalization of the market and the globalization of labor rights. Finally, after analyzing the notion of decent work from different perspectives, the author focus on the cumulative perspective and develop its content. / El presente artículo desarrolla el procedimiento histórico de la formación del concepto de trabajo decente, sus lineamientos básicos y como su contenido se ha ido alterando por la creciente globalización del mercado y la universalización de los derechos laborales. Finalmente, después de haber analizado la noción de trabajo decente desde diferentes perspectivas, el autor se centrara en la perspectiva cumulativa y desarrollará su contenido.

A subordinação jurídica é elemento preponderante para a caracterização da relação de emprego, base de incidência das normas do direito do trabalho. Diante disso é de fundamental importância entendermos seu significado e dimensão no contexto contemporâneo de profundas transformações no mundo do trabalho, que alteram inclusive a forma como o direito se insere na realidade. A subordinação do trabalho ao capital cria um grupo de detentores de mão-de-obra que necessitam da proteção do direito do trabalho. Essa análise é importante para entendermos o mundo do trabalho e a indispensável proteção jurídica que lhe é conferida pelo direito trabalhista. O presente estudo tem por objetivo lançar olhar estruturante sobre essas questões para incrementar a proteção trabalhista e regulamentar as relações de trabalho a partir dos valores da função social do trabalho e da melhoria das condições econômicas e sociais dos trabalhadores. / The legal subordination is an indispensable element for the characterization of the employment relationship, base of the standards of labor law. Considering this is wich fundamental importance to understand its real meaning and dimension in the contemporary context of profound changes in the workplace, including altering the way the law is part of the reality. The subordination of labor to capital creates a group of holders of manpower that need the necessary protection of labor law. This analysis is important to understand the world of labour and the necessary legal protection conferred on it by the labor law. This study is looking to shed on these structural issues to increase labor protections and regulate the labor relations from the values of the function of labor and the improvement of economic and social conditions of workers.

A presente dissertação estuda a participação de pessoas com deficiências no mercado de trabalho. No primeiro capítulo, ventila-se a trajetória histórica da pessoa com deficiência desde a Idade Antiga até a Idade Contemporânea. A seguir, analisa-se a terminologia apropriada para denominar a pessoa que possui alguma forma de deficiência. No segundo capítulo, abordam-se as principais normas do Direito Internacional atinentes ao tema. A seguir, analisa-se o modo como a relação de emprego das pessoas com deficiência é abordada pelo Direito estrangeiro. No terceiro capítulo, discorre-se sobre a evolução do ordenamento jurídico brasileiro diante do tema, ponderando-se a aplicação da Constituição Federal e da Lei n. 8.213/91, bem como o papel do Ministério Público do Trabalho e do Ministério do Trabalho e Emprego e, ainda, os mecanismos e incentivos para o cumprimento da legislação. No quarto capítulo, são verificadas as peculiaridades do contrato de trabalho das pessoas com deficiência, analisando-se se a realidade brasileira observa os direitos assegurados pelas leis e pelo texto constitucional vigente, sopesando-se a existência de meios eficazes de fiscalização, incentivo e, até mesmo, exigência de contratação. Para a elaboração do presente estudo, utilizam-se os métodos indutivo com a coleta de elementos para análise e elaboração do tema para posterior discussão e conclusão , analítico-sintético com o exame de textos jurídicos e não jurídicos e comparativo com a análise das características e da influência de diversas legislações nas condições de trabalho das pessoas com deficiência em momentos cronológicos distintos. São utilizadas a pesquisa bibliográfica e jurisprudencial, bem como a efetiva análise de textos legais. / This dissertation studies the participation of people with disabilities in the labor market. The first chapter talks about the historical trajectory of people with disabilities, from the Ancient Age to the Contemporary Age. Next, we analyze the appropriate terminology to describe the person who has some form of disability. In the second chapter we discuss the main rules of international law relating to the theme. Next, we analyze how the ratio of employment of people with disabilities is addressed by foreign law. The third chapter discusses the evolution of Brazilian law on the subject, considering the application of the Constitution and the Law 8.213/91, as well as the role of the Public Ministry of Labor and the Ministry of Labor and Employment, and also the mechanisms and incentives for compliance. In the fourth chapter, we investigate the peculiarities of employment of people with disabilities by analyzing if the Brazilian reality observes the rights guaranteed by the Constitution and laws in force, weighing up the existence of effective means of enforcement, encouragement, and even hiring requirement. In this study, we use the inductive method collecting elements for analysis and preparation of the issue for further discussion and conclusion , analytic-synthetic method examining legal and non-legal texts , and comparative method analyzing the characteristics and influence of various laws in working conditions of disabled people in different chronological moments. We searched the literature and jurisprudence, as well as the effective analysis of legal texts.

A presente dissertação intitulada O princípio de proteção em face da flexibilização dos direitos trabalhistas tem o objetivo de analisar a proteção do trabalhador no atual contexto brasileiro, através do método apresentado pela teoria de direito como integridade, formulada por Ronald Dworkin. O diferencial desta teoria é a adoção do novo paradigma de objetividade, em oposição ao conceito moderno de objetividade científica, em que o objeto deve ser conhecido necessariamente desvinculado da perspectiva do sujeito cognoscente. Conforme o novo paradigma de objetividade, nenhum conceito pode ser determinado a priori, mas somente dentro de um contexto determinado. O mesmo acontece com o conceito de direito. Não é possível a priori descrevê-lo por completo. O conceito se constrói na própria resolução dos casos concretos, ainda que reconheçamos casos paradigmáticos. Dessa forma, diante de um caso difícil, ou seja, sobre o qual há controvérsia, o juiz utilizará sempre padrões jurídicos interpretados com base na teoria que melhor justifica a prática jurídica como um todo. Assim, não há discricionariedade no sentido de ausência de padrão para julgamento. O direito determina a decisão correta, a qual constitui direito subjetivo do cidadão, e obrigação jurídica do juiz. A discussão sobre o princípio da proteção do trabalhador presente no direito brasileiro na atualidade é bem compreendida como um caso difícil conforme o modelo descrito por Ronald Dworkin. É reconhecida a desigualdade entre as partes da relação de emprego, entretanto, diverge-se sobre a melhor forma de equilibrar esse contrato. A corrente que defende a proteção do trabalhador pela via da negociação coletiva entende que o protecionismo estatal não mais atente à finalidade do direito de trabalho de equilibrar a relação de emprego, sendo necessária a flexibilização dos direitos trabalhistas. Enquanto a corrente oposta entende que a finalidade do direito do trabalho é melhor alcançada justamente pela proteção do empregado pelo Estado. A divergência é sobre qual a melhor concepção de proteção do trabalhador, ou seja, o que é a igualdade no campo das relações de emprego. A análise dos argumentos das duas correntes demonstra que a argumentação da corrente que defende a proteção estatal é mais forte, pois não faz sentido atribuir aos sindicatos a função de proteger os trabalhadores no momento em que essas entidades estão mais frágeis. Essa fragilidade é causada justamente pelos mesmos fatores que os juristas apontam como motivo para flexibilização dos direitos trabalhistas. São exatamente o atual modelo de produção e o desemprego as maiores causas da fragilidade do sindicato. Essa disputa doutrinária ressoa na jurisprudência. A análise de acórdãos do Tribunal Superior do Trabalho mostra que o Tribunal resguarda direitos mínimos do trabalhador e direitos que representam normas de ordem pública, os quais não podem ser negociados. Além disso, exige concessões recíprocas para a validade da negociação coletiva. Por outro lado, permite a flexibilização dos direitos trabalhistas nos casos previstos na Constituição e nos casos de direitos disponíveis. / The purpose of this paper, entitled Principle of protection under labor rights flexibility, is to analyze the protection of employees in the current Brazilian context, by means of the method presented by the theory of law as integrity, formulated by Ronald Dworkin. This theorys differential factor is the adoption of a new objectivity standard, as opposed to the modern scientific objectivity concept, in which the object must be necessarily known as detached from the cognoscent subject perspective. According to the new objectivity standard, no concept may be determined a priori, but only within a determined context. The same happens with the law concept. It is not possible to completely describe it a priori, the concept is created to the extent concrete cases are resolved, although we recognize paradigmatic cases. Thus, in face of a difficult case, that is, which presents controversies, the judge will always use legal standards interpreted based on the theory that best justifies the legal practice as a whole. In this way, there is no discretion in regards to the lack of standard for judgment. The law determines the correct decision, which constitutes the citizens subjective right, and the judges legal obligation. The discussion on the employees protection principle present in the Brazilian law nowadays is understood as a difficult case, according to the model described by Ronald Dworkin. The unequal character between the parties in an employment relationship is recognized, however, there are divergences in regards to the best way to achieve balance threrein. The stream defending the protection of employees by collective negotiation understands that the state protectionism no longer meets the purpose of labor law to provide balance to employment relationships, being necessary to turn labor rights flexible. The opposed stream, at its turn, understands that the purpose of labor law is better achieved exactly by the protection of the employee by the State. The divergence arises when it comes to decide which is the best employee protection concept, that is, what does equality mean within the scope of employment relationships. Upon analysis of the arguments of both streams, it is found to be stronger the stream defending state protection, because it does not make much sense to give unions the function to protect employees at the moment such entities are more fragile. Such fragility is specially caused by the same factors described by jurists as the reason to turn labor rights flexible. The current production model and unemployment are the greatest causes of union fragility. This doctrinaire dispute has an influence upon the case law. The analysis of the decisions rendered by the Labor Supreme Court demonstrates that the Court protects the minimum rights of employees and the rights representing public order rules, which may not be negotiated. In addition, it requires reciprocal concessions to make the collective negotiation valid. On the other hand, it allows the flexibility of labor rights in the cases se forth in the Constitution and available case law.

01 Abstract: Concurrence of the office of governing body and employment relationship The principal objective of this thesis is to analyse and collectively process issue of concurrence of the office of governing body and employment relationship. The aim of this thesis is to analyse this issue from the current legislation, jurisprudence and also from expert discussion point of view. At the same time, the thesis seeks to deal with the diversity of views and approaches to the issue. The thesis consist of four chapters, which do correspond to the main goals of the thesis, as stipulated in the Introduction. Chapter one deals with the theoretical background. There are defined basic terms such as agreement on the performance of a position or employment relationship, necessary for this thesis. Chapter two analyses the historical development of this issue, focusing not only on legislation, but also on jurisprudence. The first subchapter covers the period from 1 January 1993 to 31 December 2011, as the first examined historical period. The second subchapter examines the brief period from 1 January 2012 to 31 December 2013, which is considered the only period when the concurrence of the office were explicitly allowed. The third chapter attempts to introduce foreign legislation of concurrence of the office of governing...

Attachment of an employee to an organization is explored through concept of an organizational commitment. One of the results of an organizational commitment is a turnover, which is in a light of the current situation on the labor market up-to-date topic. Goal of the theoretical part of this thesis is an overview of approaches to organizational commitment and summary of factors, that have been according to many studies considered to be antecedents of organizational commitment. Following these findings, empirical part of this thesis sets the goal to summarize the results of qualitative and quantitative research which objective was to conduct a survey about extent and type of commitment to the organization and related factors. As research methods were chosen semi-structured interviews, TCM Employee commitment survey and survey examining related factors. Based on correlation analysis positive and negative factors related to organizational commitment were identified. Results also suggests that commitment does not correlate with any of demographic variables except of sex. From variables connected to work of employee for organization only length of employment did significantly correlate with affective commitment. Results of this research provide overall view on the organizational commitment at the branch...

The aim of this diploma thesis is to analyse the forms of gaining manpower and than their comparison. The thesis is divided into three main chapters, that deal with labour-law relations, outsourcing with emphasis on agency employment and disguised employment relationship. Labour-law relations deal with employment relationship and contracts work outside employment relationship. In chapter outsourcing, the thesis describes outsourcing in general and also offers of work agencies. The last chapter dedicates to the features how to recognise disguised employment relationship and reasons why it is practising in spite of its illegality.

The name of the thesis - Employee benefits The thesis deals with employee benefits, conditions and rules of their provision. The aim of this thesis is to provide a comprehensive view of important aspects related to all benefits in general and their provision and then focus on several specific benefits and point out their specific issues, practical problems as well as possible solutions to these problems. The secondary goal of the thesis is to define the phenomenon consisting in the growing intervention of the state in the field of labor relations, especially in the provision of employee benefits, including thought of this phenomenon and its further development. This thesis is divided into five main parts, each of which is further divided into further chapters. The first part of this work deals with the concept itself and then the division of employee benefits into individual groups from different perspectives. It describes their functions and possible ways in which employee benefits can be provided. The second part addresses the issue of legal regulation of employee benefits, while pointing out the fact that there is currently no comprehensive legal regulation for employee benefits. However, there are some legal regulations that more or less affect employee benefits. How specifically is the content...

Termination of the employment relationship by the employer Abstract The dissertation focuses on termination of employment relationship under Act No. 262/2006 Coll., Labour Code of the Czech Republic, namely termination by the employer. It therefore focuses on the notice of termination of the employment relationship, the immediate termination of the employment relationship, the cancellation of employment relationship during the probationary period and the closely related issue of invalidity of the above legal acts. The dissertation is divided into a general part and a special part. The general part (1-3) first gives an overview of the basic features of the applicable legislation on termination of employment relationship by the employer and considers its function (purpose), then offers a brief insight into the legislation regarding termination of the employment relationship by the employer in the Republic of Austria, the Federal Republic of Germany and the Slovak Republic and finally briefly summarizes the starting points of alternative approaches to termination of the employment relationship. The main focus of the dissertation is the special part (4-7), which focuses on the notice of termination, the immediate termination, the cancellation during the probationary period and the invalidity of the above legal...

83 The Limits of subordination of employee during dependant work Abstract An employment relationship is one of a civil law relationships. It differs from other civil law relationships because of its object, i.e. a dependant work and unequal positions of its subjects. At the time of commencement of the employment relationship, an employee becomes subordinate to an employer and the employee obliges to follow the instructions of the employer. The employee spends substantial part of his or her working day in this unequal relationship. Superordinate position of the employer is not absolute. In the history of the Czech labour law, we can see attempts to express this limitation of superordinate position of the employers. For example, the draft of the civil code from 1996 declares that an employee can refuse to perform the instruction of an employer which is not in compliance with the employment contract or the collective agreement and that an employee shall refuse to perform the task which is not in compliance with law. However, the act No. 262/2006 Sb., labour code, only declares that an employee shall perform instructions of an employer if they are made in compliance with law. Such absence of regulation shall not be interpreted in the way that a scope of the superordinate position of the employer is not limited....