Thesis (MPA.) -- University of Limpopo, 2017 / Absenteeism remains a challenge in government entities, especially if it is measured in monetary terms. Government loses a number of hours through employees who are officially or unofficially away from work. The high absenteeism is created by a number of factors, amongst which leave policy gaps and poor management systems can cited. Therefore this study expected to investigate the management of absenteeism in Limpopo Provincial Legislature. A qualitative research approach was used to collect data through semi-structured interviews. One of the major findings in the study is that there is a lack of communication between line-managers and human resources section. Departments still work in silos and hence some employees exploit their leave benefits. The study recommends that communication strategies in the Limpopo Provincial Legislature should be effectively implemented and policy gaps in relation to leave benefits should be reviewed.

No description available.

This essay focus on work related stress and psychosocial enviroment in working life. The purpose of this study is to present a detailed description of regulation of the the Occupational Safety and Health Act and investigate how well employees are being protected by the law. I will also explain with the help of statistic which employees that most often suffer from work related stress and the results is discussed from a gender perspective. Work related phycosocial health is a big issue in todays workplaces, and people who suffers from stress are supposed to be protecteded by the the Occupational Safety and Health Act, but is that really the truth? The Occupational Safety and Health Act is a frame law, meaning the law is general and needs binding regulations to define the rules, and there is no such act about work related stress at the moment. No employer has ever been convicted for work related stress. At the same time the Occupational Safety and Health Act explains that the employer has a responsibility to take arrangement to prevent mental illness in working life. It’s mostly women who suffer from work related stress. The most common reason for sick leave among women is caused by their mental health, and it often caused by organizational elements like a heavy work load or a minor self-monitoring. These elements commonly appear in occupations where the employee works with people. The fact that there is no binding regulation about work related stress can create problems, especially for women. The problems and effects that can occur will be treated and analyzed in this essay. Finally there will be a reflection about how binding regulations in the aspect of work related stress may help women get a better protection in the Occupational Safety and Health Act.

In the world today, economic exploitation of children is one of the most intolerable attacks to humanity. Given the extent of the phenomenon, international action is necessary to ensure its elimination. In this regard, international law can play an important role as it can direct formulations of State policy. Unfortunately, despite numerous normative developments, child labour still exists. Therefore, the author suggests that international action be reoriented at two levels. Firstly, the current approach must be re-evaluated to take into account the social dimension of child labour. Education should be a key focus in the struggle against child labour since it can work to fight the diverse causes of the problem while offering young labourers an alternative. Secondly, as normative control mechanisms are deficient, international law should be completed by direct intervention to ensure education is put at centre stage. Only direct action lead by international and local partners will eliminate the economic exploitation of children.

In this paper I delve into the connection between trade policy and labour rights as probably one of the most controversial issues, which the international trading system is faced with today. Labour laws differ from country to country and of course it is a cause for concern where some countries have higher standards than others, it becomes problematic for these countries with high standards to compete with countries with lower standards. Even though there is a definite link between trade and labour, my argument is that incorporating labour standards into the international trading system is not the best way forward to deal with the problem of abuse of labour standards.<br /> <br /> I further investigate the two organizations at the forefront of this debate, being the WTO and the ILO. In an attempt to ascertain which of the two is the best forum to deal with the issue I further look at the relationship between these two organizations. Compliance with international labour standards is a growing concern as worldwide standards are deteriorating and nothing is being done to alleviate the problem. Accordingly, I explore the causes for the abuse of labour standards and seek to find the better alternative, by looking at the respective positions of the parties who are for and against the linkage of trade with labour standards. Here the views and concerns of the developed world are weighed up against those of the developing world and looking at possible alternatives concludes the paper.

Univ., Diss.--Kiel, 2003.

The thesis engages with a dynamic discourse on the human rights approach to human trafficking. Building on the traditional doctrine of human rights, the thesis demonstrates that human trafficking is not a human rights violation, save for a state involvement in it, either directly or through a failure to observe its positive obligations imposed by the existent human rights. In situations that do engage human rights law, the thesis defends an argument that conceptually, human trafficking falls within a domain of the right to be free from slavery, servitude and forced labour. This argument is grounded in both a doctrinal and a conceptual analysis. In particular, the thesis conducts a unique conceptual and legal analysis of Article 4 of the European Convention of Human Rights offering an original interpretation of the concept of exploitation in the context of practices associated with trafficking and 'modern slavery'. This type of inquiry is missing in the existent scholarship. The thesis also conducts a detailed analysis of the jurisprudence of the European Court of Human Rights on positive obligations to protect vulnerable individuals arising out of 'absolute' rights. In addition to providing a complete analysis and classification of these positive obligations, the thesis draws attention to the important difference between the scope of the right and the scope of state responsibility in situations of private infringements of 'absolute' rights. Accordingly, the thesis demonstrates that whereas the prohibition contained in these rights is absolute for the state, positive obligations in situations of their infringements by private individuals are of a limited scope. The analysis of the jurisprudence of the Strasbourg Court is supplemented by a comprehensive discussion of the obligations established in the trafficking-specific instruments. The thesis explains how victim protection provisions contained in these instruments may inform human rights obligations, yet, it demonstrates that these do not represent such obligations on their own. This analysis provides a roadmap for practitioners and activists when arguing cases before the Strasbourg Court and domestically. In addition to this practical dimension, the thesis intends to provide an important contribution to the scholarship on human rights law, and on human trafficking specifically.

Le culte des apparences est prégnant dans nos sociétés. La question de la discrimination à raison de l'apparence physique (poids, taille, attractivité générale, tenue vestimentaire, coiffure, allure générale, hygiène, piercings ou de tatouages, ...) ou le lookisme, dans l'entreprise répond à un problème à la fois juridique social, éthique et psychologique et de marketing, à l'envergure historico-globale. Les stéréotypes se traduisent indéniablement dans le marché du travail (notamment aux niveaux du recrutement, la rémunération, la promotion et le licenciement). Un chef d'entreprise a-t-il le droit de ne recruter que des personnes grandes et minces, d'interdire les piercings ou les survêtements au travail, ou de licencier une femme parce qu'elle est beaucoup trop séduisante? Le cas échéant, pour quels métiers et dans quels cas spécifiques? Devrait-on rendre prohiber juridiquement le lookisme ? Dans quelle mesure les lois et la jurisprudence peuvent-elles réaliser un équilibre entre les droits et libertés en cause? Cette thèse mettra en exergue (i) les lois contre la discrimination aux niveau international, européen, français et américain (fédéral, étatique et municipal), (ii) les obstacles majeurs à une prohibition juridique anti-lookisme (difficulté de preuve, subjectivité, absence d'une catégorie bien définie, contre-arguments des chefs d'entreprise...), et (iii) la réponse des jurisprudences américaine et française à ce phénomène et (iv) tentera de concevoir une loi idéale, mettant en équilibre les droits et intérêts en jeu. Une question surgit alors : le droit à lui seul est-il suffisant? La société change-t-elle les lois ou les lois changent-elles la société? / The obsession with looks is predominant in our societies. The question of looks-based (weight, height, general attractiveness, attire, hair style, hygiene, piercings or tattoos, .. ) discrimination or lookism in the workplace is a multi-disciplinary question in relation to legal, social, ethical psychological, and business-related aspects, having a global and historical impact. Stereotypes are directly reflected in the job market (mainly in recruitment, salaries, promotion and firing). Has an employer the right to only hire tall and thin woman, to prohibit piercing or jogging or even (fire a woman for being too 'attractive'? In which cases and jobs? Should we legally prohibit lookism? How can the law and case law create a balance between the rights and liberties at stake? This thesis will shed the light on (i) the international, European, French and American (federal, sta1 and local) legal framework; (ii) major obstacles to a lookism-prohibition (difficulty of proof subjectivity, absence of a defined legal category; the employers' counter-arguments, ...), (iii) the reactions of American and French case law; and (iv) will conceive an ideal law, in balance between the rights and interests at hand. One question arises : is the law sufficient by itself? Does society changes the laws or is it the other way around?

In this article, a review is conducted to the implementation of Peruvian law of collective agreements and their impact at company level. To achieve this purpose, in principle we mentioned what the Peruvian labor laws and their current application, and then compared with other Latin American visions, and finally outline a more peaceful solution considering the guidelines of the International Labour Organization labor standards and our constitutional current. / En el presente artículo, se realizará una crítica a la aplicación de la legislación peruana de los convenios colectivos y sus efectos a nivel de empresa. Para alcanzar tal finalidad, en principio analizaremos lo que menciona la normativa laboral peruano y su aplicación actual, para luego compararla con otras visiones latinoamericanas, y finalmente, esbozar una solución más pacifica considerando los lineamientos de la Organización Internacional de Trabajo y nuestra normativa constitucional laboral vigente.

The amount of labor law arbitrations has significantly increased through the last years. This has concurred with a legal modification that establishes specific causes for facultative arbitration.In this paper, the author analyzes this normative change while clarifying the polemics over its juridical nature and inquiring about its future effects regarding labor relationships disputes resolution. / En los últimos años se ha incrementado de manera notable el número de arbitrajes laborales. Esto ha coincidido con la promulgación del Decreto Supremo 014-2011-TR, que modifica el Reglamento de la Ley de Relaciones Colectivas de Trabajo especificando causales de procedencia específicas para el arbitraje potestativo.En el presente artículo, el autor analiza esta modificación normativa esclareciendo las polémicas en torno a su naturaleza jurídica e indagando sobre sus efectos a futuro en la resolución de disputas relativas a relaciones laborales.