O presente trabalho tem o escopo de realizar uma análise dogmática da proteção jurídica da relação de emprego contra o despedimento discriminatório da pessoa portadora do HIV e/ou doente de AIDS no direito brasileiro. Inicialmente são expostos conceitos científicos a respeito do HIV/AIDS, seu histórico e suas implicações no contexto do trabalho. Na seqüência são abordadas as questões relativas à força normativa dos princípios constitucionais, dos direitos humanos fundamentais e dos tratados internacionais em matéria de direitos humanos, sempre sob o enfoque de sua incidência e eficácia horizontal no contexto das relações de trabalho no caso do despedimento discriminatório da pessoa portadora do HIV e/ou doente de AIDS (Drittwirkung). São estudados os princípios da dignidade da pessoa humana (art. 1.º, III, CF), da igualdade e de sua expressão enquanto direito de não ser discriminado (Preâmbulo, art. 3.º, IV, art. 5.º, caput e XLI, CF) , além da tutela da intimidade da pessoa portadora do HIV e/ou doente de AIDS (art. 5.º, X, CF). Demonstra-se a existência de amplo, consistente e efetivo sistema constitucional antidiscriminatório no ordenamento brasileiro (Preâmbulo, art. 1.º, III, art. 3.º, IV, art. 5.º, caput e XLI e art. 7.º, XXX, CF). Sob o aspecto processual, são verificados os mecanismos para a identificação do despedimento discriminatório, abordando-se as questões da inversão do ônus da prova e das presunções judiciais em matéria de discriminação. É abordada a aplicabilidade da Lei n.º 9.029/95 à hipótese de discriminação da pessoa portadora do HIV e/ou doente de AIDS e as conseqüências previstas por tal legislação. Finalmente, é ressaltado o caráter inconstitucional do despedimento discriminatório e são enfrentadas as questões relativas às indenizações por dano material/patrimonial (patamar mínimo fixado pelo art. 4.º, I, Lei n.º 9.029/95) e por dano moral/pessoal (art. 5.º, V e X, CF) decorrentes do despedimento discriminatório independentes e autônomas , a multa compensatória prevista pelo art. 10.º, I, do ADCT e o direito à reintegração no emprego (art. 7.º, I, CF, Convenção n.º 158 da OIT e art. 4.º, II, Lei n.º 9.029/95). / This paper has the purpose to provide a dogmatic analysis of the legal protection of the employment bond against the discriminatory dismissal of the HIV-positive person and/or a person with AIDS. First, it exposes the scientific concepts in relation to HIV/AIDS, its history and implications within the labor contexts. Next, this work deals with issues related to the normative force of the constitutional principles, the fundamental human rights and the international treaties related to human rights, with a constant focus on its occurrence and horizontal efficiency within the context of the employment bonds in case of discriminatory dismissal of the HIV-positive person and/or the person with AIDS (Drittwirkung). It also studies the principles of the dignity of the human person (art. 1.º, III, CF), equity and its expression by virtue of the right of not being discriminated (Preamble, art. 3.º, IV, art. 5.º, head and XLI, CF) , besides the tutorship of the HIVpositive person and/or person with AIDS (art. 5.º, X, CF). This work shows the existence of a broad, consistent and effective anti-discriminatory constitutional system in the Brazilian law (Preamble, art. 1.º, III, art. 3.º, IV, art. 5.º, head and XLI and art. 7.º, XXX, CF). From the procedural standpoint, this work deals with mechanisms to identify the discriminatory dismissal, focusing on the issues of the reversal of the burden of proof and the judicial presumptions related to discrimination. It also discuss the enforceability of the Law no. 9.029/95 in relation to the hypothesis of discrimination of the HIV-positive person and/or person with AIDS and the consequences provided in such law. At last, this work expresses the unconstitutional character of the discriminatory dismissal and deals with the issues related to the indemnities for pecuniary damages (minimum level established by the art. 4.º, I, Law n.º 9.029/95) and mental distress (art. 5.º, V and X, CF) arising from the discriminatory dismissal independent and autonomous , the compensatory fine provided in the art. 10.º, I, of the ADCT [Act of Transitory Constitutional Provisions] and the right of being reinstated to work (art. 7.º, I, CF, Convention n.º 158 of the ILO (International Labor Organization) and art. 4, II, Law n.º 9.029/95).

Aim and starting point: The aim of the Bachelor thesis is to examine and define the paramount knowledge Chinese businessmen need in order to succeed with their establishment in Sweden. The authors also seek to answer what incentives attract Chinese businessmen to come to Sweden, as well as how Chinese establishments in Sweden can be predicted to appear in the future. Results/conclusions: The study outlines key areas in which Chinese businessmen should have knowledge in order to succeed with their establishment in Sweden. The results also gives an indication on how Chinese business establishments in Sweden will appear in the future, into which areas the Chinese mainly invest/establish in, as well as why and how these are done. On the basis of this material the authors generate proposals for educational packages which among others can be sold to Chinese businessmen. Knowledge overview: Here relevant theory connected to the area of study is presented. The knowledge overview presents the Swedish in relation to the Chinese perspective in areas such as: culture, hierarchy, relations, Face, communication, HRM, education, CSR and labour law. The knowledge overview can itself contribute to fostering an understanding of differences between Sweden and China. Method: The area of research has been accessed by a combination of methods. The study is both deductive and explorative. The main channel of information and data collection are in-depth interviews which are used as a deductive starting point, an expert investigation and as a Grounded Theory. As a complement the authors have also conducted a delphi study in which an expert panel answered questions concerning the future of Chinese establishments in Sweden. The deductive and explorative parts have been analyzed individually and have each generated a conclusion. These conclusions have then been interwoven in a synthesis that highlights and creates new knowledge. / Syfte och utgångspunkt: Syftet med kandidatuppsatsen är att undersöka vilka kunskaper kinesiska affärsmän främst behöver för att lyckas med sina etableringar i Sverige. Författarna söker även svar på vad som kan locka kinesiska affärsmän till Sverige, samt hur kinesiska etableringar i Sverige kan komma att te sig i framtiden. Resultat/Slutsats: Studien genererar nyckelområden inom vilka kinesiska affärsmän bör ha kunskaper för att lyckas med etableringar i Sverige. Resultatet ger även indikationer på hur kinesiska affärsetableringar i Sverige kommer att te sig i framtiden, inom vilka områden kineserna främst investerar/etablerar sig i, samt varför och hur dessa görs. Genom detta underlag genererar författarna förslag till utbildningspaket som bland annat kan säljas till kinesiska affärsmän. Kunskapsöversikt: Här presenteras relevant teori kopplad till området som undersökts i studien. Kunskapsöversikten presenterar det svenska respektive det kinesiska perspektivet inom områden som kultur, hierarki, relationer, ansikte, kommunikation, HRM, utbildning, CSR och arbetsrätt. Kunskapsöversikten kan i sig bidra till att skapa förståelse för olikheter mellan Sverige och Kina vilka kan påverka affärsrelationer. Metod: Forskningsområdet har undersökts genom en metodkombination. Studien är såväl deduktiv som explorativ. Den huvudsakliga informations- och datainsamlingskanalen är djupintervjuer som används till såväl en deduktiv utgångspunkt som expertutredning och grundad teori. Som komplement har även en delphiundersökning gjorts där en expertpanel besvarat frågor angående framtida kinesiska etableringar i Sverige. Den deduktiva och de explorativa delarna har analyserats var för sig och genererat varsin slutsats. Dessa slutsatser har sedan vävts samman i en syntes som förtydligar och skapar ny kunskap.

My dissertation´s topic is termination of employment from employer´s side. It includes determination of possibilities and recommendations how to properly terminate employment with employer without any legal consequences in practice. The basic terms in relation to given topic such as employment, importance of employment contract, its requirements and participants of labor-law relations are defined and described in first part of dissertation. Next part deals with termination of employment methods and compares mutual differences. It also takes reasons leading to termination of employment by employer into account. Practical part of dissertation is aimed at the issue of termination of employment by employer in chosen company. The process evaluation of this termination is performed both from general and company´s point of view in dissertation´s next part. Assessment and evaluation of legal reasons for termination of employment is present in the last part, in which the actual problems of dismissing employees are solved with help of real court decisions.

Orientador: Fernando Teixeira da Silva / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Filosofia e Ciências Humanas / Made available in DSpace on 2018-08-26T16:52:00Z (GMT). No. of bitstreams: 1 Droppa_Alisson_D.pdf: 3119701 bytes, checksum: 75c8ccd0fbf0a40f08534cdd03f0df6c (MD5) Previous issue date: 2015 / Resumo: A presente tese analisa a luta dos trabalhadores gaúchos no período 1958 a 1964 no âmbito da Justiça do Trabalho. O objetivo principal foi compreender o funcionamento do poder normativo da instituição por meio das ações ajuizadas pelos sindicatos patronais e dos trabalhadores da cidade de Porto Alegre/RS. Metodologicamente, foi selecionado um conjunto de dissídios coletivos que tratam de questões ligadas ao aumento da remuneração dos trabalhadores, dos benefícios sociais, das melhorias das condições de trabalho, do vínculo de trabalho e da representação sindical. Foram investigadas 419 reclamatórias coletivas, 5123 processos individuais, acórdãos do Tribunal Superior do Trabalho, do Supremo Tribunal Federal, textos doutrinários de periódicos nacionais e internacionais. Foram feitas ainda consultas e fichamentos de projetos de lei que tramitaram no Congresso nacional, além de algumas entrevistas com magistrados e advogados. A investigação permitiu compreender a dinâmica coletiva dos encaminhamentos dos sindicatos à Justiça do Trabalho, além das múltiplas variáveis acionadas pelos trabalhadores e empregadores com o intuito de terem suas teses reconhecidas, principalmente em relação aos reajustes salariais / Abstract: In this thesis I analyze the struggle of workers in Rio Grande do Sul State, Brazil, in the ambit of Brazilian Labour Law, in the period between 1958 and 1964. The purpose is to understand the working of normative power of the Law institution, through the analysis of lawsuits filed by employers¿ associations and trade unions in Porto Alegre City. A set of collective bargaining documents was selected, related to increase of workers¿ salaries, social benefits, improvement of working conditions, work contracts and union representation. A total of 419 collective claims, 5123 individual lawsuits, judgments of Superior Labour Court and doctrinal texts from Brazilian and international journals were analyzed. I also made consults and reports of Bills discussed by the National Congress and listened to magistrates and lawyers, conducting interviews with them. The investigation has allowed to understand the collective dynamics of Unions when forwarding demands to Labour Law. There are also many variables actioned by both workers and employers aiming to achieve recognition to their point of view, especially when the subject is wage increase / Doutorado / Historia Social / Doutor em História

Made available in DSpace on 2017-06-01T18:18:20Z (GMT). No. of bitstreams: 1 andre_vitaliano_de_carvalho_rocha.pdf: 988736 bytes, checksum: bf3220e820b1ca3c67cf450c86bec192 (MD5) Previous issue date: 2013-05-07 / You need to know the problems faced by the judiciary to seek satisfactory solutions rather than palliative . This research is based on the realization of the constitutional principle of reasonable duration of proceedings in the light of the satisfaction jurisdicionado, having the guarantee fund of labor plays an instrument to realize the rights evaded justice for workers in the work by presenting possible solutions to the delay in adjudication, ensuring a fair tutelage, useful and appropriate. With the passage of time comes to increasing the number of demands in judiciary and with the advent of the Amendment n. 45, which gave the courts new powers of labor, there was the difficulty of procedural justice in the implementation of this principle of work. Thus, the lack of institutions capable of providing subsidies to effect the adjudication with the satisfaction of creating with jurisdiction over the constitutional amendment of 45 in his article 3º of the guarantee fund is intended to ensure that executions labor credits to employees evaded the workforce. Deplores the right to point out that the alien discussion on this principle and of paramount importance to provide a jurisdictional, is already well advanced with even some countries, such as Italy already collated with its legal penalty for the violation of this principle. However, the focus regarding possible solutions is based on the Guarantee Fund executions of Labor . For carrying out this research, we intend to explore a qualitative research aimed at producing knowledge for practical application addressed to solve problems. It is hoped that the deepening of this work, ensuring the company and propose mechanisms that enable an adjudication proper, fair and useful and consistent with a reasonable time, achieving the satisfaction of the courts. / É preciso conhecer os problemas enfrentados pelo Poder Judiciário para buscar soluções satisfatórias e não paliativos . Esta pesquisa está fundamentada na efetivação do princípio constitucional da duração razoável do processo à luz da satisfação do jurisdicionado, sendo o fundo de garantia das execuções trabalhistas um instrumento capaz de concretizar os direitos sonegados aos trabalhadores na Justiça do trabalho, apresentando possíveis soluções para a morosidade na prestação jurisdicional, garantindo uma tutela justa, útil e adequada. Com o passar do tempo vem aumentando o número de demandas no judiciário e com o advento da Emenda de nº 45, que atribuiu novas competências à Justiça do Trabalho, observou-se a dificuldade processual de concretização deste princípio na Justiça do trabalho. Assim, pela falta de institutos capazes de fornecer subsídios que efetivem a prestação jurisdicional com a satisfação do jurisdicionado cria-se com a Emenda Constitucional de nº 45 em seu artigo 3º o fundo de garantia das execuções trabalhistas que pretende garantir os créditos sonegados aos empregados pela força de trabalho. Vale destacar que no direito alienígena a discussão sobre este princípio é de suma importância para uma prestação jurisdicional, apesar de já estar bastante avançada tendo até alguns países, como a exemplo da Itália que já colacionaram ao seu ordenamento jurídico uma sanção pelo desrespeito a este princípio. Contudo, o enfoque referente às possíveis soluções fundamenta-se no Fundo de Garantia das Execuções Trabalhistas . Ao longo desta pesquisa, pretende-se explorar a forma qualitativa, visando produzir conhecimentos para aplicação prática dirigida à solução dos problemas. Espera-se com o aprofundamento deste trabalho, garantir e propor à sociedade mecanismos que viabilizem uma prestação jurisdicional adequada, justa, útil e condizente com um tempo razoável, alcançando a satisfação do jurisdicionado.

Made available in DSpace on 2017-06-01T18:18:30Z (GMT). No. of bitstreams: 1 ana_flavia_dantas_figueiredo_silva.pdf: 673122 bytes, checksum: 8599f85d03049abb4e762b91a758ecbe (MD5) Previous issue date: 2014-10-10 / The dissertation aims to examine the draft bill called the Collective Bargaining Agreement for specific purposes / Special Collective Agreement-ACE, created by the ABC Metalworkers' Union and delivered in early 2011 the Federal Executive Power and the bill authored 4193 2012 deputy Irajá Abreu. The bill proposes legislative changes to end the implementation of trade union committees company, seeking a supposed "democratization" in labor relations with the possibility of carrying out collective negotiations whose only limit to this negotiation would present labor rights in the Constitution of the Federal Republic of Brazil 1988 the problem involving the dissertation is presented by the Primer draft bill which lists the said bill as the "modernization" of labor relations, solution to what its authors consider to be a rigid law and beyond. The choice is also studying the bill 4193, 2012 is the hypothesis that the same idea follows the ACE to use collective bargaining as "modernization" of the Consolidation of Labor Laws of 1943 CLT taken by stiff archaic and bureaucratic. In the justification of PL 4193/12 CLT prevents the competitiveness of enterprises and the consequent increases in jobs, and collective bargaining the best option. The dissertation seeks to show that among the discourses surrounding an alleged "modernization" of existing labor legislation in Brazil is possible to realize major elements of the theory and Deregulation Easing Labor, which advocate the fallacious notion that excessive rigidity destroys jobs and prevents dialogue between capital and labor. There came to the premise of these same users be flexible and to dialogue away from the figure of the "Interventor state." In this sense, amid the discursive tessitura found in the texts of the draft and the bill, if part is the hypothesis that through an era of change brought by postmodernity, in a process that installs (economic, social and political ) institutionalization of deregulation and consequent job insecurity verifying, significantly, the lack of concern for social justice, the social value of work and the dignity of the human person. Such neoliberal strategies pose as an obstacle to the development of the country and the CLT itself the principle of worker protection. However, it is noticeable movement towards such contradict the neoliberal arguments to improve and use new principles in Labour Law, the principle of sealing the social regression, in order to protect their achievements stories. / A dissertação tem por objetivo analisar o anteprojeto de lei denominado Acordo Coletivo com propósito específico/ Acordo Coletivo Especial-ACE, criado pelo Sindicato dos Metalúrgicos do ABC e entregue no início de 2011 ao Poder Executivo Federal e o projeto de lei 4193 de 2012 de autoria do deputado Irajá Abreu. O anteprojeto propõe alteração legislativa com fim à concretização dos comitês sindicais de empresa, buscando uma suposta democratização nas relações de trabalho com a possibilidade de realização de negociações coletivas cujo único limite seriam os direitos trabalhistas presentes na Constituição da República Federativa do Brasil de 1988. A problemática que envolve a dissertação é apresentado pela Cartilha do anteprojeto de lei que elenca o dito anteprojeto como a modernização das relações trabalhistas, solução para o que seus autores consideram ser uma lei rígida e ultrapassa. A escolha em se estudar, também, o projeto de lei 4193 de 2012 é pela hipótese de que o mesmo segue a ideia do ACE em utilizar a negociação coletiva como alternativa de modernização da Consolidação das Leis do Trabalho de 1943-CLT tida, por esses dois elementos técnicos jurídicos, por rígida, arcaica e burocrática. Na justificativa do PL 4193/12 a CLT impede a competitividade e o crescimento das empresas e os consequentes aumentos nos números de postos de trabalho, por ser extremamente rígida, e coloca como alternativa a essa inflexibilidade a negociação coletiva. A dissertação busca demonstrar que em meio aos discursos em torno de uma pretensa modernização da legislação trabalhista vigente no Brasil é possível perceber grandes elementos da teoria da Flexibilização e Desregulamentação Laboral, onde preconizam a noção falaciosa de que o excesso de rigidez destrói os empregos e impede o diálogo entre o capital e o trabalho. Surgindo daí à premissa desses mesmos usuários serem flexíveis e dialogarem longe da figura do Estado Interventor . Em meio às tessituras discursivas presentes nos textos do anteprojeto e do projeto de lei, parte-se da hipótese de que por meio de uma mudança de época trazida pela pós-modernidade, em um processo que instala (econômica, social e politicamente) uma institucionalização da desregulamentação e da consequente precarização do trabalho verificando-se, de forma acentuada, a ausência de preocupação para com a justiça social, a valorização social do trabalho e a dignidade da pessoa humana. Tais estratégias neoliberais colocam como óbice ao desenvolvimento do país a própria CLT e o princípio da proteção ao trabalhador. Entretanto, é perceptível um movimento no sentido a contraditar tais argumentos neoliberais ao aprimorar e utilizar novos princípios no Direito do Trabalho, como o princípio da vedação ao retrocesso social, com o fim de proteger suas conquistas histórias.

Notre projet vise à mesurer l’impact de l’interdiction du harcèlement psychologique au travail sur les droits de direction de l’entreprise au Québec (art.81.18 et s., L.n.t ), comme dans ce domaine d’autres pays se sont illustrés en tant que pionniers par l’instauration d’un cadre législatif interdisant le harcèlement moral au travail et par souci d’avoir une vision plus globale du phénomène, nous avons trouvé utile d’aborder le sujet sous une approche de droit comparé, analysant simultanément les droits français, belge et québécois. En effet, pour contrer la violence en milieu de travail, sur le plan légal, la Belgique et la France ont interdit les actes de harcèlement et leur répétition, en modifiant et en ajoutant des dispositions pénales dans leurs lois du travail respectives. Le Québec a agi dans le même sens en modifiant sa Loi sur les normes du travail . Toutes ces normes ont en commun d’instaurer un régime de protection en faveur du salarié victime de harcèlement psychologique ou moral. Le fondement de cette protection procède pour une grande part de la promotion des droits fondamentaux de la personne dans l’ordre juridique interne. À titre d’exemple, en droit européen, le harcèlement moral au travail est considéré comme une forme de discrimination portant atteinte au principe d’égalité de traitement en matière d’emploi et de travail . Or, on sait que « la raison d’être principale du droit du travail », ainsi que le soulignent Pierre Verge et Guylaine Vallée, « est de limiter le pouvoir que possède l’employeur sur le salarié » , lequel se manifeste à travers ses droits de direction . Ces droits concèdent à l’employeur une large marge de manœuvre dans la conduite de ses affaires. Il peut ainsi « effectuer des changements de structures de l’entreprise ou d’organisation de travail, modifier les procédés de production, implanter et utiliser des nouvelles technologies, réduire la production ainsi que la main-d’œuvre, etc.» . Il peut aussi prendre toute mesure disciplinaire, y compris congédier tout salarié qui ne se soumettra pas à ses ordres. Comme on le voit, dans plusieurs domaines liés à la gestion de son organisation, l’employeur a longtemps décidé librement . Ainsi, soulever la question de l’interdiction du harcèlement psychologique ou moral au travail sans tenir compte des droits de direction de l’employeur semble remettre en question sa liberté quant à la régulation de son entreprise . Notre objectif en abordant le sujet est de comprendre les justifications qui sous-tendent cette intervention de l’État dans un domaine qui jusqu’alors n’était pas spécifiquement ciblé par le droit et l’impact de cette interdiction sur les droits de direction, afin de confirmer ou infirmer notre hypothèse d’une dynamique de mutation normative interne de l’entreprise impulsée par cette interdiction. Pour y parvenir, nous ferons appel à la méthode d’analyse jurisprudentielle et doctrinale infléchie toutefois par une perspective sociojuridique. Celle-ci nous permettra de comprendre s’il y a eu une transformation de la nature des droits de direction eu égard à la nouvelle donne. Si oui, comment et dans quelle(s) mesure (s), sinon, pourquoi ? / Our project aims to measure the impact of the prohibition of psychological harassment at work on the company's management rights in Quebec (art.81.18 and seq., L.n.t). Moreover, as in this area other countries have distinguished themselves as pioneers by the introduction of a legislative framework prohibiting bullying at work and for the sake of having a more global vision of the phenomenon, we have found it useful to approach the subject under a comparative law approach, simultaneously analyzing French, Belgian and Quebec law. Indeed, to counter violence in the workplace, legally, Belgium and France have banned acts of harassment and their repetition, by amending and adding penal provisions in their respective labor laws. Quebec has moved in the same direction by amending its labor standards act. All these standards have in common the establishment of a protection regime for employees who are victims of psychological or moral harassment. The basis of this protection is to a large extent the promotion of fundamental human rights in the domestic legal order. For example, in European law, workplace bullying is considered to be a form of discrimination that undermines the principle of equal treatment in employment and occupation. However, we know that the main raison d'être of labor law as emphasized by Pierre Verge and Guylaine Vallée, is to limit the power that the employer has over the employee, which manifests itself through his rights of direction. These rights effectively grant the employer a wide margin of maneuver in the conduct of its business. He can thus «affect changes in company structures or work organization, modify production processes, implement and use new technologies, reduce production and labor force, etc. » He can also take any disciplinary measure, including dismissing any employee who does not comply with his orders. As we can see, in several areas related to the management of his organization, the employer has long decided freely. Thus, raising the question of psychological or moral harassment at work seems to question the power that the employer has to freely regulate his business. Our objective in approaching the subject is to understand the justifications underlying this intervention of the state in a field that until then was not specifically targeted by the law and the impact of this prohibition on the rights of direction so as to confirm or refute our hypothesis of a dynamics of internal normative change of the company impelled by this prohibition. To achieve this, we will use the method of jurisprudential and doctrinal analysis inflected by a socio-legal perspective. This will enable us to understand whether there has been a change in the nature of management rights in light of the new situation. If so, how, and in what measure (s)? If not why?

Lorsqu’un salarié s’exprime publiquement à propos de son travail, deux normes juridiques interviennent généralement : l’obligation de loyauté et la liberté d’expression. La première étant prévue à l’article 2088 du Code civil du Québec et la seconde bénéficiant d’une protection constitutionnelle et quasi constitutionnelle, ce mémoire porte sur l’interprétation actuelle de ces deux normes par les tribunaux canadiens et québécois dans les cas de critique ou de dénonciation de l’employeur. Nous nous sommes intéressés à trois questions distinctes. La première de ces questions a consisté en l’analyse du raisonnement des décideurs mobilisés dans des causes relatives à la critique et à la dénonciation de l’employeur. Nous avons vérifié si les sources de droit utilisées par ces décideurs et les décisions qu’ils ont rendues ont pu être influencées par différents facteurs émanant du contexte du litige. Ensuite, nous avons analysé l’impact de l’utilisation des technologies numériques de communication dans ces mêmes décisions. Nous voulions déceler de potentielles divergences dans le raisonnement des décideurs en fonction du recours par le salarié d’une telle technologie afin d’acheminer son message. Enfin, nous avons évalué la protection offerte aux salariés contre les mesures disciplinaires par les récentes lois québécoises encadrant la divulgation d’actes répréhensibles lorsque ceux-ci se sont exprimés publiquement. Nous avons observé que s’il existe des différences dans le raisonnement des décideurs selon les différents facteurs contextuels, ces différences sont négligeables en comparaison avec l’impact de l’utilisation d’une technologie numérique de communication : les décideurs ont interprété largement la liberté d’expression et ils ont été plus sévères envers les salariés utilisant une technologie numérique de communication. Les recours provenant des lois québécoises encadrant la divulgation d’actes répréhensibles ont été très peu utilisés par les salariés et les décisions qui en résultèrent furent désavantageuses aux salariés pour l’ensemble. / When an employee speaks publicly about his work, two legal norms generally come into play: the duty of loyalty and freedom of expression. The first being codified in the Civil Code of Québec in art. 2088 and the second benefiting of a constitutional and quasi-constitutional protection, this research focuses on the current interpretation of these two norms by Canadian and Quebec courts in cases of criticism or denunciation of the employer. We looked at three separate questions. The first of these questions consisted of the analysis of the reasoning of mobilized decision-makers in cases relating to criticism and denunciation of the employer. We verified whether the sources of law used by these decision-makers and the decisions they rendered could have been influenced by various factors emanating from the context of the dispute. Then, we analyzed the impact of the use of digital communication technologies in these same decisions. We wanted to identify potential differences in the reasoning of decision-makers based on the employee's use of such technology in order to get their message across. Finally, we assessed the protection offered to employees against disciplinary measures by recent Quebec laws governing the disclosure of wrongdoings when they have expressed themselves publicly. We observed that while there are differences in the reasoning of decision-makers based on different contextual factors, these differences are negligible in comparison with the impact of the use of a digital communication technology: decision-makers have broadly interpreted freedom of expression and they have been tougher on employees using a digital communication technology. The remedies provided by Quebec laws governing the disclosure of wrongdoing have been rarely used by employees, and the resulting decisions were all disadvantageous for them.

Diese Arbeit setzt sich hauptsächlich mit der Frage auseinander, inwieweit das chinesische Gesetzesrecht einerseits und das deutsche Gesetzesrecht andererseits in der Lage sind, dem in beiden Rechtsordnungen verankerten Anspruch des Leiharbeitnehmers auf Equal Pay Geltung zu verschaffen. Die Entwicklung der chinesischen Gesetzgebung über die Arbeitnehmerüberlassung zeigt, dass der Gesetzgeber in der Praxis weitverbreiteten Diskriminierung von Leiharbeitnehmern im Vergleich zu Festangestellten entschieden entgegentreten will. In Deutschland ist das genaue Gegenteil zu beobachten. War der Schutz des Leiharbeitnehmers bei Erlass des Arbeitnehmerüberlassungsgesetzes im Jahre 1972 noch das maßgebliche Motiv, wurde mit dem Reformgesetz vom 23.12.2002 damit begonnen, die Arbeitnehmerüberlassung mehr und mehr als Instrument der Beschäftigungspolitik zu sehen und die Arbeitnehmerüberlassungsvorschriften zu "liberalisieren". Anders als die chinesische Gesetzgebung zeigt die Rechtsprechung in China ein anderes Bild: Von den in der vorliegenden Arbeit untersuchten 25 Gerichtsfällen wurde nur in 4 Fällen zugunsten des Leiharbeitnehmers entschieden. Eine Analyse der ablehnenden Entscheidungen macht jedoch klar, dass die Gerichte für ihre Entscheidungen Begründungen heranzogen, die im Gesetz keine Stütze finden. Die Forschungsergebnisse zeigen: Das Problem eines unzureichenden Leiharbeitnehmerschutzes des chinesischen Rechts liegt darin, dass die Rechtsprechung das ihr zur Verfügung stehende gesetzliche Instrumentarium nicht hinreichend nutzt. In Deutschland ergibt sich dieses Problem vielmehr aus der bewussten und klaren Entscheidung des Gesetzgebers, der Vorgabe des Europäischen Gesetzgebers – tarifvertragliche Abweichung vom Equal Pay ausschließlich unter Berücksichtigung des Gesamtschutzes des Leiharbeitnehmers – nicht zu folgen. / This dissertation mainly deals with the question: To what extent the Chinese law and the German law can guarantee the validity of the right of temporary agency workers to equal pay, which is anchored in both legal systems. The development of Chinese legislation on temporary agency work shows that in practice, the legislator undoubtedly wants to decisively counteract widespread discrimination against temporary agency workers. In Germany, the exact opposite situation can be observed. While the protection of temporary agency worker remained the decisive motive when the Act on Temporary Agency Work was enacted in 1972, the reform law of December 23, 2002 began to view temporary agency work more and more as an instrument of employment policy and to "liberalize" the regulations on temporary agency work. In contrast to Chinese legislation, the judgement in China shows a different picture: Among the 25 cases researched in this dissertation, there are only 4 cases that were judged in favor of the temporary agency worker. This could lead to the assumption that in China, the law also attaches only secondary importance to the temporary agency worker's claim to equal pay. However, an analysis of the judgements clarifies that the courts used justifications for their decisions which could not find support in the law. According to the research of this dissertation, the problem of inadequate protection to temporary agency worker under Chinese law lies in the fact that the courts fail to make sufficient use of the legal instruments at their disposal. In Germany, this problem is resulted rather from the deliberate and clear decision of the legislator, namely failure to follow the specification of the European legislator - deviation from equal pay by collective agreement exclusively under consideration of the overall protection of the temporary agency worker.

1 Abstract and keywords in the English language Comparison of Czech and Slovak legal regulation of leave Abstract The dissertation contains an overview of labor law legislation, especially the regulation of holidays, in the territory of historical Bohemia, Moravia and Silesia on the one hand and in the territory of today's Slovakia on the other hand. For a better understanding of the issue, an overview of the development of working conditions and labor protection in a given time context in both cultural areas is also provided. I believe that the presented comparison of legal regulations in both territories is an interesting excursion not only in terms of labor law itself, but also in the field of legal history. I believe that in the presented summary of the work it provides important and interesting expanding knowledge in the field of labor law and social security law. In my opinion, similar work was lacking in our market, and therefore it can be assumed that in this direction it will contribute to its enrichment if it is possible to realize its book edition, which is under negotiation. An overview of the material described above is given in twelve chapters since the beginning of the 14th century, when labor relations developed in the Czech lands, about which written reports already exist. In the case of...