Made available in DSpace on 2016-03-15T19:34:32Z (GMT). No. of bitstreams: 1 Lygia Maria de Godoy B Cavalcanti.pdf: 1409218 bytes, checksum: 1455a89d4a4fb8cb5bed6075ae9b9487 (MD5) Previous issue date: 2007-06-28 / Os questionamentos que envolvem o tema sobre a flexibilização do Direito do Trabalho vêm acompanhados dos prognósticos de que o seu envelhecimento e a rigidez de suas normas são responsáveis pela crise econômica. Os anos 70 do século XX marcaram o despontar de uma significativa crise econômica com reflexo no mundo do trabalho, mas a dimensão de tal crise não se circunscreve no plano econômico-social, tendo inquestionável matiz ideológica. No contexto dessa crise, a flexibilização ou a desregulação das normas justrabalhistas despontam como solução. A presente dissertação busca enfrentar esse debate, partindo inicialmente da desmistificação de que o Direito do Trabalho se encontra em crise e afirmando-o como instrumento de justiça social. Em seguida, demonstra-se o falacioso discurso da flexibilização como sinônimo de modernidade e uma necessidade premente com vistas à criação de postos de trabalho. A flexibilização e a desregulação exacerbada dos direitos trabalhistas apontam sim nefastos efeitos no plano socioeconômico dos países ocidentais que a implantaram. O estudo enfatiza os fundamentos ideológicos da flexibilização, demonstrando ser ela parte de uma estratégia econômica de raiz neoliberal que se baseia no desmonte do elemento protecionista, ou seja, auspicia-se por um contrato de trabalho destituído das regras tutelares e com predominância da vontade das partes. Assim, a falta de clareza no discurso sobre a flexibilidade do Direito do Trabalho urge que se perquiram os propósitos declarados e ocultos desse fenômeno.

Este estudo objetivou analisar o modus operandi e o sentido do trabalho de enfermeiros na implementação de uma política de recursos humanos compensatória e específica para esta categoria: o Projeto de Profissionalização dos Trabalhadores da Área de Enfermagem (Profae). O marco teórico-metodológico utilizado evidenciou o cenário sociopolítico-econômico onde a implementação de políticas neoliberais tem induzido e fortalecido a flexibilização das relações de trabalho, descobrindo o trabalhador de proteção social, marco que já atinge o setor saúde. A coleta de dados ocorreu nas Agências Regionais (ARs), suas principais instâncias de acompanhamento e monitoramento, utilizando a supervisão como instrumento de trabalho. Da amostra de sujeitos entrevistados (39 enfermeiros), depreende-se que são profissionais com múltiplos vínculos de trabalho, tendo, em geral, um misto de vínculo formal com informal e jornada de trabalho maior que 45 horas semanais. Nas ARs, tanto públicas quanto privadas, a maioria relatou não possuir vínculo formal de trabalho (carteira assinada). Os enfermeiros mais jovens encontravam-se quase que plenamente em regime flexível de trabalho, não desfrutando de nenhum tipo de proteção social. Ao contrário dos acima de 30 anos, que relataram possuir certo grau de proteção social, inclusa a aposentadoria, na medida em que algum tipo de vínculo formal foi estabelecido anteriormente. A história de vínculos estáveis e, diríamos, "mais permanentes", quando comparados aos trabalhadores por regime de prestação de serviço (flexível), nos delinea modelos de gestão peculiares às políticas neoliberais. O processo de supervisão realizado pelos enfermeiros apresentou características afetas ao caráter educativo (ação técnico-pedagógica), controle (ação administrativa) e articulação política (ação política), sendo o conteúdo administrativo o mais presente em seus discursos. O sentido e o modo de funcionamento de seu trabalho já absorvem elementos circunscritos aos eixos estruturantes das políticas públicas na era da mundialização do capital - que sempre necessitam de capital humano para sua execução. O presente estudo encontrou os seguintes elementos: pagamento por produção; divisão fragmentada do trabalho; critérios de seleção e remuneração salarial variável; trabalho a distância; profissionais qualificados e polivalentes; sensação de autonomia e liberdade profissional; reduzida governabilidade e poder na tomada de decisão; dedicação comprometida mediante múltiplos vínculos e falta de tempo; presença marcante do que é "novo"; programação de atividades substituindo modelos de planejamento; maciça operacionalização sistemática das ações. / The purpose of this study was to analyze the modus operandi and the sense of work in nurses within the framework of the implementation of a specific compensatory policy for this professional cathegory, the "Professionalization Project for workers in the Nursing Area" (known by the acronym Profae in Portuguese). The theoretical and methodological framework of this study, was aimed to show the political, social and economic landscape in which the neo-liberal policies have promoted the use of flexible labor relations, leaving health workers unprotected in terms of social rights. The data collection was done in a set of the main agencies that carry out the monitoring and follow-up of this processes, the Regional Agencies (RA´s) and the supervision was used as a working instrument. The sample (39 nurses) shows that there are professionals with multiple jobs, both formal and informal, working more than 45 hours a week. In the RA´s, public and private, the largest share did not have legal labor relationship, according to labor laws (that require an individual document signed by the employer). Younger nurses were almost all in flexible and informal job relations, without any kind of social protection. This may mean that younger workers are affected by labor de-regulation and that there is no chance - in the foreseeable future - that this protection can be achieved by other means. On the other hand, nurses over 30 years old seem to have some sort of social protection in terms of retirement and other benefits, that result from previous labor contracts. In regard to the supervision process carried on by this nurses, it has training and educational features (technical and pedagogical action) but also control and political facets (administrative and political action), being the administrative content the main feature in these workers´ answers. The sense and way of work of these workers encompasses the characteristics of the main axis of the globalization process: payment related to production; division and fragmentation of the labor process, recruitment, selection and remuneration following flexible patterns; working in different localizations, tele-working and seldom in face-to-face meetings; highly qualified and multitasking professionals, perceived professional autonomy and freedom; shrinking capacity of governance and power to make decisions; compromised performance due to multiple jobs and lack of time; a remarkable appearance of "news"; activity programming as a substitute of planning models; a massive operationalization of actions.

This diploma thesis deals with the recruitment and it´s legal framework. It specifies certain activities of the HR process. The aim of the thesis is to familiarize the reader with the practices in human resources management in the organization, together with the restrictions that are stipulated by law. The first chapter deals with the legislative regulation of the issue. Firstly are described the basic concepts related to the topic concept. Following is a list of the legislation of the Czech Republic. The creation and termination of the labour relations is also described. These relations may occur at the labour market regulated by the state in support of the employment in the country. The Czech market is also affected by the European legislation and programmes aimed at productivity growth and unification of the social security of the Member States. The second part is devoted to the development of human resources work and the formation of the new types of employment which arise depending on the needs of the market. The third chapter describes theoretically correct procedure of the recruitment in the company. The recruitment doesn´t end with the signing of the employment contract. It is necessary to establish a plan for the adaptation of the new comers to the company. One of the subheads is dedicated to the principles of the motivation and building loyalty to the company. These activities could help to reduce the risk of increased employee turnover. The last part consists of the research. It looks for the cause of the increased staff turnover in the multinational company based in Prague. Possible mistakes in the HR process might be the cause. The hypothesis were consequently refused or confirmed on the basis of the information gained during the interviews with the HR manager and Senior Account Manager, study of the documents and observation in the office. Conclusion of the project describes proposed solutions which could lead to more effective management of human resources in the company.

Made available in DSpace on 2017-06-01T18:18:23Z (GMT). No. of bitstreams: 1 Patricia_cavalcanti_furtado_candido_carneiro.pdf: 605838 bytes, checksum: 8e712dcc1e15ba636b16a5538a868331 (MD5) Previous issue date: 2013-08-05 / A current debate topic where dissent is found both among scholars and in judicial decisions is concerning the possibility of using the Arbitration Law - Lei 9.307/96 - to resolve individual labor disputes. Created in order to resolve in a fast and confidential way the disputes from civil relations, trade, it also focus on international contractual relations, the arbitration law is not adapted to the peculiarities existing in the relationship between employee and employer. However, it has been widely praised and encouraged its usage as another way to solve conflicts arising from individual employment relationships. Despite the real difficulties experienced by the judiciary power to quick deliver the tutelage, providing higher trial's effectiveness, the acceptance of alternative conflict resolution mechanisms should be better evaluated, and especially adapted to the different relationships existing in the Brazilian legal system.This new unrestricted introduction of arbitration to resolve conflicts, especially employment conflicts, as the only viable alternative to the judicial services' slow pace provided by the state have to take into account the peculiarities of this branch of law, which is essentially permeated not only by legal issues but mainly by economic and social questions. / Discussão atual e que encontra dissenso tanto entre os doutrinadores como nas decisões judiciais é a que diz respeito à possibilidade de utilização da lei da Arbitragem Lei 9.307/96 para solucionar conflitos individuais de trabalho. Criada com a finalidade de resolver, de forma mais célere e sigilosa, litígios decorrentes de relações civis, comerciais, e voltada também para as relações contratuais internacionais, a lei da arbitragem não se encontra adaptada às peculiaridades existentes nas relações entre empregado e empregador. No entanto, vem sendo bastante exaltada e incentivada sua utilização também como forma de solução dos conflitos decorrentes das relações individuais de trabalho. Em que pese a real dificuldade por que passa o Poder Judiciário, de entregar a tutela ao jurisdicionado de forma mais célere, proporcionando maior eficácia dos julgados, a aceitação dos mecanismos alternativos de solução de conflitos devem ser melhor avaliados e, principalmente, adaptados às diferentes relações jurídicas existentes no sistema jurídico pátrio. Essa nova dinâmica de introdução irrestrita da arbitragem para solucionar conflitos, em especial os conflitos de emprego, como sendo única alternativa viável à morosidade da prestação jurisdicional prestada pelo Estado, tem que levar em consideração as peculiaridades desse ramo do direito, que é essencialmente permeado por questões não só jurídicas, mas, sobretudo, por questões econômicas e sociais.

Made available in DSpace on 2017-06-01T18:18:36Z (GMT). No. of bitstreams: 1 vital_borba_araujo_junior.pdf: 731360 bytes, checksum: 76df592edec08dc250102088fa9e40d8 (MD5) Previous issue date: 2016-05-05 / The statute of limitation is a legal time setting for the loss of the right of claim, due to the fact the holder didn t make use of it. The interimstatute of limitation is a kind of statute of limitation that has the dies a quo of your count of time caused by the stoppage of the process. This study will examine whether it is applicable or not, within the Labour Procedure the interimstatute of limitation. The apprehension of this research requires methodological choices that take into account the complexity of the analyzed phenomenon, which led this investigation for a foray into literature, documentary and jurisprudential analysis. Thence, was chosen a qualitative research, seeking to work with the universe of meanings drawn from the doctrines and the relevant legislation and jurisprudence. Thereby, it seek the theoretical foundations around the institute of the statute of limitations, overall the interimstatute of limitations, and then examine the divergence of understandings between the precedent 114 of the Superior Labour Court and the precedent 327, so that, finally, we can conclude for the applicability or not of the interimstatute of limitation in the Labour Procedure. / Prescrição é a perda da pretensão ocasionada pelo transcurso do tempo, em razão de seu titular não o ter exercido. A intercorrente é uma espécie de prescrição que tem o dies a quo de sua contagem ocasionada pela paralisação do processo. O presente trabalho analisa se é aplicável ou não, no âmbito do processo do trabalho, a prescrição intercorrente. A apreensão desse objeto de estudo requereu escolhas metodológicas que levaram em conta a complexidade do fenômeno analisado, o que conduziu esta pesquisa a uma incursão bibliográfica e à analise documental e jurisprudencial. Quanto à metodologia, optou-se pela pesquisa qualitativa, com o fim de trabalhar com o universo de significações extraídas das doutrinas, da jurisprudência e da legislação pertinente. Assim, a fundamentação teórica envolveu o instituto da prescrição, sobretudo, a intercorrente e, em seguida, analisou-se a divergência de entendimentos entre o enunciado 114 da súmula do Tribunal Superior do Trabalho e o enunciado 327 da súmula do Supremo Tribunal Federal, para, ao final, concluir pela aplicabilidade ou não da prescrição intercorrente no processo do trabalho.

Africa reportedly has the highest incidence of child labour in the world. To respond to this problem, some scholars recommend an outright ban on child labour through legislation. In this regard, most African countries, including South Africa (SA), have enacted legislation directed at banning child labour. However, legislation directed at banning child labour may impact negatively on certain fundamental rights of children. This is because child labour is sometimes a source of income for many children who may themselves have ‘dependants’. For instance, for children in desperate need, adherence to laws which have the effect of depriving them of basic necessities including food, housing and water is unrealistic, inadequate and totally ineffective. A notable example is with regard to orphaned children. Taking such children out of employment is counter-productive as they are left with no means of survival. On the other hand, though child labour contributes to the survival of many children and their families in Africa, it impacts negatively on fundamental rights of children. Some of these rights include the right to education, health, leisure, among others. Therefore, regardless of the circumstances that compel children to engage in child labour, it remains a problem that needs to be addressed through appropriate approaches. This study stresses that the approaches adopted need to be cognizant of the diverse circumstances under which children engage in child labour. / Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2011. / http://www.chr.up.ac.za/ / nf2012 / Centre for Human Rights / LLM

La siguiente materia de estudio tiene como propósito desarrollar un método que permita fijar el “quantum” indemnizatorio por lucro cesante a causa de un despido incausado en el Perú, utilizando un tipo de investigación aplicada y un procedimiento analítico, el cual basa su desarrollo en teorías sustentadas por autores nacionales y extranjeros. De ahí que, al analizar los pronunciamientos jurisprudenciales y los alcances del “artículo 1332 del Código Civil”, como último criterio en materia indemnizatoria en los procesos laborales, se ha podido determinar que el “quantum” indemnizatorio se otorga en concordancia con una valorización equitativa y justa, la cual busca el resarcimiento del daño a un tercero afectado. Asimismo, al identificarse y sustentarse los criterios jurisprudenciales emitidos en la legislación nacional, se ha revelado la importancia y el impacto de la determinación de indemnizaciones justas y equiparables ante los casos específicos de despido incausado, justificándose las mismas en la protección al trabajador frente alguna eventualidad de daño generado por causa imputable al empleador. / The objective of the following study topic is to develop a method that allows establishing the “quantum” of compensation for lost profits due to unjustified dismissal in Peru, using a type of applied research and an analytical procedure, which bases its development on theories supported by national and foreign authors. Therefore, analyzing the jurisprudential rulings and the scope of “art. 1332 of the Civil Code”, as a final criterion regarding remuneration in work processes, it has been found that the "quantum" of compensation is granted according to a fair and equitable evaluation, which requires compensation for the damages suffered by the injured third party. Likewise, by identifying and supporting the jurisprudential criteria issued in national legislation, the importance and impact of determining fair and comparable compensation in specific cases of unjustified dismissal was revealed, justifying them in the protection of the worker against any eventuality of damage generated by attributable causes to the employer.

Darbo užmokestis – viena populiariausių šiandieninės visuomenės temų. Rūpinimasis teisingu ir tinkamu darbo užmokesčiu tampa demokratinių valstybių vidaus politikos prioritetu. Darbo užmokestis visada buvo aktuali ekonominė ir teisinė problema. Darbuotojui darbo užmokestis – pagrindinis pragyvenimo šaltinis, pagrindinė jo pajamų dalis, individo bei jo šeimos materialinės padėties pagerinimo priemonė. Tarptautinės darbo teisės normos, reglamentuojančios darbo užmokestį yra įtvirtintos tarptautinės teisės dokumentuose (1948 m. Visuotinė žmogaus teisių deklaracija, 1966 m. Jungtinių tautų ekonominių, socialinių ir kultūrinių teisių paktas, Tarptautinės darbo organizacijos konvencijos, 1996 m. pataisytoji Europos socialinė chartija ir kt.). Pagrindinius tarptautinės teisės principus parodo Jungtinių Tautų Chartija, Tarptautinės teisės principų deklaracija, Montevideo konvencija dėl valstybių teisių ir pareigų. Tarptautinės darbo teisės normos, tarptautinių sutarčių nuostatos yra mūsų šalies teisinės sistemos dalis. Darbo sąlygos, darbo užmokesčio reglamentavimas Lietuvoje kyla iš tarptautinės darbo teisės, kuri netiesiogiai įgalina Lietuvos teisinę valstybę vykdyti prisiimtus įsipareigojimus. Tarptautinės darbo teisės aktai yra privalomi mūsų šaliai, jie turi viršenybę Lietuvos teisės atžvilgiu. Mūsų valstybėje darbo užmokestį reglamentuoja Konstitucija, Darbo kodeksas kiti įstatymai, kurie vadovaujasi tarptautiniais teisės aktais ir yra suderinti sutarčių pagrindu. Darbe bandyta... [toliau žr. visą tekstą] / The payment is one of the most popular topics in today's society. Caring for a fair and adequate wage is democratic domestic policy priority. Wages have always been relevant to the economic and legal problem. Employee wages and salaries are the main source of livelihood, his primary income, individual’s and his family material well-being. International labor laws governing wages can be noticed in international instruments, such as (Universal Declaration of Human Rights, 1948, United Nations Economic, Social and Cultural Rights, 1966, the International Labour Organization Convention, the European Social Charter (corrected), 1996, and others.). The basic principles of international law are reflected in the United Nations Charter, the Declaration of Principles of International Law, Montevideo Convention on the Rights and Obligations. International labor laws, international agreements are in our country legal system. Working conditions, wage regulation in Lithuania are part of the international labor law, which indirectly allows Lithuania to the rule of law commitments. International labor law is binding on our country, they must take precedence over Lithuanian law. The paper attempts to clarify what specific international regulations governing Lithuania, in order to determine the minimum wage, payment for work beyond a normal working conditions, labor remuneration is organized as an employer becomes insolvent, which guarantees workers can have the company bankruptcy case, and... [to full text]

Longtemps délaissé, l’accord est aujourd’hui au coeur du processus de rupture du contrat de travail. A la suspicion qui entourait l’expression commune des volontés est substituée la confiance. La légalisation de la rupture d’un commun accord du contrat de travail par la loi du25 juin 2008 sous le nom de rupture conventionnelle en témoigne. Cette réforme a bouleversé le droit de la rupture du contrat de travail. Même s’il est acquis depuis longtemps que les parties peuvent mettre un terme d’un commun accord au contrat qui les unit sur le fondement de l’article 1134 du Code civil, cette modalité de rupture n’a longtemps été utilisée que de manière très ponctuelle. L’absence d’encadrement de cette technique et les restrictions apportées à son champ d’application l’expliquent en partie. La reconnaissance du commun accord comme mode de rupture spécifique du contrat de travail, auquel est attaché un régime précis et autonome, pourrait signifier la fin de l’utilisation de la rupture d’un commun accord de droit commun, considérée comme peu adaptée aux relations de travail. Un tel régime pourrait également mettre un terme au monopole détenu par les ruptures unilatérales, en particulier le licenciement. Une large prise en compte du dispositif de rupture conventionnelle est de nature à contribuer à l’apaisement et à l’équilibre des relations de travail. / Initially relinquished, mutual agreement is now at the heart of the process of terminating the employment contract. There has been an evolution tending to the shift from suspicion towards mutual agreement as a termination device to the trust in such means. This acquired trust is best illustrated by the recognition of employment termination via mutual agreement by the Act dated June, 25th 2008. The reform introduced by this Act transformed the legal regime applicable to the termination of employment contracts. Despite the fact that Article 1134 of the French Civil Code has long granted parties the possibility to terminate the contract binding them by mutually agreeing to do so, such mode of termination has only been resorted to on a fairly limited basis. This phenomenon can notably be explained by both the lack of clear legal framework applicable to this device, and the restrictions imposed on its ambit. The recognition of termination of the employment contract via mutual agreement as a device specifically applied in the field of labor law, as well as the definition of a specific and independent regime would be likely to give rise to ending the resort to Article 1134, whose scope is only general and not specifically tailored to labor relations. The implementation of this specific regime could put an end to the monopoly held by unilateral terminations of the employment contract, particularly the method of dismissal. A broad consideration of termination of the employment contract via mutual agreement can also contribute to the appeasement and balance in labor relations.

La récompense a toujours été associée à l’exercice d’un pouvoir sur autrui. Elle est le moyen, conjugué avec la sanction, d’obtenir d’un individu qu’il adopte la conduite attendue par un décideur. La récompense s’est en effet affirmée dans de nombreux systèmes disciplinaires tels que la discipline scolaire, militaire ou encore carcérale. Au sein des rapports de travail, des ouvrages de gestion des ressources humaines de même que des théories de « l’incitation » ou « des motivations » ont bien intégré l’idée d’une récompense comme moyen d’obtenir des salariés une conduite attendue par l’employeur. Sont organisés à cette fin concours d’entreprise ou classement des salariés en fonction de leurs performances ; sont distribués cadeaux, gratifications, primes d’ancienneté, primes d’assiduité, primes d’objectifs, ou encore stock options ; sont enfin favorisées les évolutions professionnelles au moyen de formations, de promotions ou de « parcours de carrière ». Le pouvoir qu’exerce l’employeur sur ses salariés comporte alors une dimension : la récompense. Pourtant, malgré sa banalité pratique et théorique, la récompense paraît avoir été injustement oubliée par le droit et les juristes du travail. L’objet de cette étude est de tâcher de combler cette lacune. La révélation d’un pouvoir de récompenser conduit à revenir sur une certaine conception, largement admise, selon laquelle le pouvoir en droit privé s’exprime par des actes juridiquement contraignants pour autrui. Après avoir livré une définition de la récompense, l’étude a pour ambition de déterminer les qualités de ce pouvoir et d’en décrire le régime. / Reward has always been linked to the exercise of power over others.Combined with sanction, this is the way a decision-maker uses to get somebody to behave properly.Reward has indeed become asserted in many disciplinary systems, such as school, military or prison discipline.Within work relations, human resources studies and “incitative”, or “motivations” theories have perfectly understood the idea of reward as a means for the employer to get the expected behavior from their employees.Thus, contests and employees rating based on their performance are organized; gifts, gratuities, seniority bonus, attendance bonus, premium bonus or stock options may be given; at last, career evolution is facilitated by vocational training, promotions, and career pathways.The power that an employer has on their employees will then have a dimension: reward. However, reward seems to have been unfairly forgotten by law and work jurists despite its practical and theoretical casualty.The aim of this study is to fill this gap.Rewarding leads back to a particular conception, which has largely been accepted, that power within private law is expressed by legally binding acts. After giving a definition of reward, the ambition of this study is to define the qualities of this ability, and then, to describe its functions.