Dans le cadre de ce mémoire, nous nous penchons sur les relations du travail (RT) dans les entreprises multinationales (EMs) ayant des opérations au Canada. Notre question de recherche est la suivante: « Le pays d’origine d’une entreprise multinationale a-t-il un impact sur les pratiques de relations du travail dans ses opérations canadiennes? » Deux thèses principales ont été élaborées afin d’expliquer les choix des EMs dans l’adoption et l’implantation de pratiques. La première thèse, celle de la diversité, tient pour acquis que plusieurs déterminants endogènes et exogènes à l’EM influencent ses pratiques (Mcgraw et Harley, 2003). Tant les caractéristiques du pays hôte que celles du pays d’origine influenceraient les choix de pratiques des EMs contribuant ainsi à leur diversité (Almond et al., 2005). Par exemple, certains chercheurs avancent que les EMs sont littéralement imprégnées des caractéristiques provenant du pays qui les a vues naître, qu’elles feraient littéralement partie de leur ADN affectant ainsi les pratiques qu’elles mettent en place dans leurs filiales à l’étranger (Berger, 2006). Par ailleurs, la thèse de la convergence soutient que les EMs auraient tendance à utiliser les mêmes pratiques en cette ère de mondialisation et d’hégémonie économique américaine (Mcgraw et Harley, 2003). Les tenants de cette thèse croient plutôt à une convergence des pratiques à travers les EMs en raison notamment de la vaste diffusion du modèle anglo-saxon de gestion, de l’approche des best pratices et du one best way (Mcgraw et Harley, 2003; Royle, 2006). Convergence ou divergence des pratiques? Le débat demeure entier dans la littérature. Outre sa contribution à ce débat, notre recherche permet d’en apprendre davantage sur le comportement des EMs étrangères au Canada, mais aussi d’examiner les spécificités des EMs canadiennes. Le modèle conceptuel développé par ce mémoire se base sur la thèse de la diversité en examinant plus particulièrement l’effet du pays d’origine. Selon la littérature, plusieurs variables influencent les pratiques des EMs, soit le pays d’origine (Almond et al., 2005; Kvinge et Ulrichsen, 2008; Marginson, 2008; Edwards et Ferner, 2002; Collings, 2003; Ferner, 1997, Moore et Rees, 2008; etc.) et les caractéristiques propres à l’EM (Bartlett et Ghosal, 1998; Kidger, 2002; Perlmutter, 1969; Edwards, 2003). Aux fins de notre recherche, notre variable dépendante, les pratiques de RT, comporte cinq dimensions, soit la reconnaissance syndicale des nouveaux établissements, la politique d’implication du syndicat, la perception à l’égard des représentants syndicaux, la structure de la négociation collective et l’autonomie de la filiale dans l’élaboration de politiques en matière de RT (Bélanger et al., 2006). L’hypothèse principale de notre recherche est : le pays d’origine d’une EM a un impact sur le choix des pratiques de RT dans ses opérations canadiennes. Cinq sous-hypothèses, touchant cinq dimensions du concept de RT, ont été testées : 1) les EMs américaines reconnaissent moins souvent le syndicat dans leurs nouveaux établissements que les EMs d’autres pays; 2) les EMs américaines ont une moins bonne perception patronale du syndicat que celles provenant d’autres pays; 3) les négociations collectives sont plus décentralisées dans les EMs américaines que dans celles d’autres pays; 4) les EMs américaines impliquent moins les syndicats dans la prise de décision que celles provenant d’autres pays; 5) l’autonomie dans l’élaboration de politiques concernant la représentation syndicale est plus faible dans les EMs américaines que dans les EMs d’autres pays. Sur le plan méthodologique, cette étude utilise des données secondaires provenant de l’Enquête sur la gestion des ressources humaines, les politiques publiques et la chaîne de valeur mondiale menée par Bélanger, Harvey, Jalette, Lévesque et Murray (2006). Nous étudions un sous-échantillon de la base de données, soit une centaine d’EMs dont les employés sont syndiqués. Les résultats indiquent que les opérations canadiennes des EMs canadiennes se différencient de celles des EMs américaines par une meilleure perception patronale des syndicats et une plus grande implication syndicale. De plus, les EMs européennes reconnaissent plus le syndicat dans leurs nouveaux établissements, perçoivent davantage de la collaboration de la part du syndicat et octroient une plus grande autonomie en matière de RT à leurs opérations canadiennes que les EMs américaines. Enfin, les opérations canadiennes des EMs du reste du monde se distinguent de celles des EMs américaines par une meilleure perception patronale de collaboration de la part du syndicat. / The purpose of this research is to study labour relations in multinational corporations (MNCs) operating in Canada. Our research question is : “Does the country of origin of an MNC have an impact on the labour relations practices in its Canadian operations? ». Two main theses are put forward in the literature in order to explain the choices of MNCs in the adoption and the establishment of practices. The first one is the diversity thesis, which takes for granted that several endogenous and exogenous determinants of the MNC influence its practices (Mcgraw and Harley, 2003). The characteristics of the host country as well as those of the country of origin influence the choices of practices of MNCs, which are contributing to their diversity (Almond and al., 2005). For example, some researchers explain that MNCs are literally impregnated with characteristics coming from the country from which they originated, that it would be literally part of their DNA affecting the practices that they set up in their abroad subsidiaries (Shepherd, 2006). At the opposite, the convergence thesis asserts that MNCs tend all to use the same practices because of globalisation and American economic hegemony (Mcgraw and Harley, 2003). The supporters of this thesis believe in a convergence of the practices through MNCs because of the vast diffusion of the Anglo-Saxon model of management, the best practices and the one best way approaches (Mcgraw and Harley, 2003; Royle, 2006). Is there a convergence or a diversity of the practices? The debate remains strong in the literature. In addition to contributing to this debate, our research further explores the behaviour of foreign MNCs in Canada, and the particularities of Canadian MNCs. The conceptual model developed here is based on the diversity thesis, more specifically the effect of the country of origin. According to the literature, several variables influence the practices of MNCs: the country of origin (Almond and al., 2005; Kvinge and Ulrichsen, 2008; Marginson, 2008; Edwards and Ferner, 2002; Collings, 2003; Ferner, 1997, Moore and Rees, 2008; etc) and the characteristics specific to the MNCs (Bartlett and Ghosal, 1998; Kidger, 2002; Perlmutter, 1969; Edwards, 2003). In this research, the dependent variable, the labour relations practices, has five dimensions: union recognition in the new establishments, the trade union implication policy, management perception of the trade union representatives, the collective bargaining structure and the autonomy of the subsidiary in the development of labour relations policies (Bélanger and al., 2006). The principal assumption of our research is: the country of origin of a MNC has an impact on the choice of the practices of labour relations in its Canadian operations. Five sub-assumptions, corresponding to the dimensions of the concept of labour relations, were tested: 1) American MNCs less often recognize trade unions in their new establishments than MNCs of other countries; 2) American MNCs have a worse managerial perception of the trade union than those coming from other countries; 3) Collective bargaining is more decentralized in American MNCs than in those of other countries; 4) American MNCs are less likely to include trade unions in their decision-making than those coming from other countries; 5) There is less autonomy in the development of policies concerning trade union representation in American MNCs than in MNCs from other countries. The methodology of this study uses secondary data coming from the Survey on Employment Practices, Public Policy and the Global Value Chain carried out by Bélanger, Harvey, Jalette, Lévesque and Murray (2006). We study a subsample of the data base, composed of one hundred MNCs whose employees are unionised. The results show that Canadian operations of Canadian MNCs differ from those of American MNCs. Canadian MNCs have a better perception of the unions and involve more unions in decision-making. European MNCs are more likely to recognize trade unions in new establishments, perceive greater union collaboration and grant greater autonomy regarding labour relations to their Canadian operations, as compared to American MNCs. The Canadian operations of MNCs of the rest of the world are distinguished from American MNCs by a stronger perception of union collaboration.

Ce mémoire propose une étude jurisprudentielle de la compétence constitutionnelle que peut exceptionnellement faire valoir le Parlement en matière de relations de travail lorsque les activités d’une entreprise sont intimement liées à la compétence que détient le Parlement sur les Indiens. La présente étude a pour objet de circonscrire les critères permettant de déterminer laquelle, de la législation provinciale ou fédérale du travail, est applicable à un employeur dont les activités, la mission ou encore la gestion se rattachent à la spécificité autochtone. / This Master’s thesis proposes a jurisprudential study of the exceptional constitutional jurisdiction that Parliament may have over labour relations where the employer’s activities are intimately related to the jurisdiction of the Parliament over “Indians”. The main objective of this study is to identify the criteria to be used to determine whether provincial or federal labour legislation applies to an employer whose activities, mission or management relates in any way to Aboriginal specificity.

The healthcare strike action that rocked South Africa in 2007 and 2010 highlighted the trend of professional nurses towards exercising their rights as employees to embark on strike actions, often also in solidarity with other categories of employees. This study aimed to highlight the problem brought about by the lack of proactive strategies to maintain a balance between human and professional rights and responsibilities of nurses within the legal framework of South Africa. The theoretical grounding of the study included both organisational change models and transformational leadership models. A descriptive and analytic design was followed, using both qualitative and quantitative non-probability sampling approaches to meet the research objectives of determining factors for nurses‘ involvement in strikes and their impact. Eighty professional nurses were included as the total sample of the study with 53 that did not participate in strike action and 27 that participated in strike action. A sample of eleven nurse managers was also included in the study to determine their views on strikes by nurses and their understanding of the changing work environment. To determine the overall impact of the nurses‘ strike, 40 healthcare consumers were included. The sample was selected from four provinces: Eastern Cape, KwaZulu-Natal; Western Cape and Gauteng. The study was limited to professional nurses, nurse managers within the public-health sector and healthcare consumers using public-health facilities. The findings and the relevant literature referred to in this study indicate that though there are different reasons for strike action in the public-health sector by area or by country, remuneration is undoubtedly the most mentioned reason. Important to note is that salary per se is not the most critical actor but it is a tangible measure of the value that the employer places on people. In the absence of other incentives in the nursing environment, it becomes the focal point. However, addressing salary issues alone will not prevent strike action in the public-health sector / Health Studies / D. Litt. et Phil. (Health Studies)

Idealizado como uma \"cidade industrial ideal\", o antigo núcleo industrial de Batatuba, situado no município de Piracaia (SP, Brasil), é praticamente invisível na historiografia das realizações urbanísticas no Brasil, embora em seu projeto sobressaiam seu caráter social e sua filiação ao pensamento moderno. Batatuba integrara um programa internacional de cidades destinado a concretizar, arquitetônica e urbanisticamente, a expansão mundial da Companhia calçadista Bata, que se iniciara e florescera no entreguerras. Ainda que emissárias dos princípios da racionalidade e eficiência de Taylor e Ford, as ações dos dirigentes da Companhia - inicialmente as de seu fundador, Tomas Bata (1876-1932, chamado de Henry Ford da Europa Central) e depois as de Jan Antonin Bata (1898-1965) - contribuíram para inaugurar novas referências nos campos do planejamento urbano e territorial, da organização industrial e das relações de trabalho naquelas décadas. O núcleo industrial de Batatuba fora iniciado por Jan Antonin Bata por volta de 1940, sendo possível notar a permanência, tanto no desenho de sua planta urbana, quanto nos remanescentes atuais, do \"vocabulário\" urbanístico replicado nas \"cidades-em-série\" da Companhia. Assim, não seria gratuita a flagrante semelhança do plano de Batatuba com outros planos para uma cidade industrial ideal, como Batovany-Partizanske (atual Eslováquia). Durante a expansão internacional da empresa nos anos 1930 este vocabulário desenvolvera-se gradualmente em Zlín (atual República Tcheca), então a cidade-sede da Companhia Bata, e por meio de seu escritório de arquitetos, sendo a base desta linguagem a racionalidade no uso de materiais e técnicas construtivos e a padronização e reprodutibilidade. Esta orientação se expressou nos planos urbanos, onde os bairros residenciais revelavam a preferência pelo modelo da cidade-jardim e o lema de Tomas Bata \"Trabalhar coletivamente e viver individualmente\". Aspecto fundamental desta evolução foi a aproximação da empresa com os arquitetos dos CIAM (Congressos Internacionais de Arquitetura Moderna) e alguns de seus expoentes, como Le Corbusier, atraídos pelo ideário social, arquitetônico e urbanístico da Companhia e pelas possibilidades projetuais proporcionadas pelo porte global desta. Elemento de ruptura desta evolução, a Segunda Guerra Mundial representou uma inflexão no modus operandi da Companhia. Por volta de 1940, Jan Antonin Bata iniciou nova etapa nos negócios, adquirindo no Brasil, onde passou a residir definitivamente, as empresas Companhia de Viação São Paulo - Mato Grosso e Companhia Comercial Alto-Paraná. Nesta fase as ações de Jan Bata adquiriram nova tonalidade. Com suas empresas, participa do desbravamento do oeste paulista e do sul do então Mato Grosso, planejando e fundando cidades e núcleos de caráter agroindustrial: Vila CIMA (Companhia Industrial, Mercantil e Agrícola), Mariápolis, Bataguassu, Batayporã, Kennedyba - intentando, afinal, contribuir para incorporar os \"espaços vazios\" de Vargas à economia brasileira. No que se refere às realizações arquitetônicas e urbanísticas, a fase brasileira de Jan Bata, por sua quase total ausência na historiografia, ainda carece de melhor conhecimento e análise. Este trabalho pretende distinguir esta fase - situada entre os anos de 1940 e 1965 - e relacioná-la com as cidades da Companhia Bata criadas durante os anos do entreguerras (1918-1940). Busca analisar, preliminarmente e à luz do Movimento Moderno e das questões locais, em que medida aquela constância programática exercida pela Companhia, no planejamento da vida coletiva, do trabalho e da produção industrial, de expressão urbanística e de cunho econômico, foi seguida no ambiente brasileiro sendo preservada ou reinventada. / Idealized as an \"ideal industrial city\", the old industrial core of Batatuba, located in Piracaia (SP, Brazil) is virtually invisible in historiography of urban achievements in Brazil - although its project manifests a social character and an ascendancy of modernist thinking. Batatuba had integrated an international cities\' program aimed to materialize in architectonic and urban ways the global expansion of Bata footwears company, which began and flourished during the 1920-1930 decades. Although reiterating Taylor\'s and Ford\'s rationality and efficiency principles, the actions of Bata Company\'s directors (the first, Tomas Bata, 1876-1932, so-called \"Henry Ford of Central Europe\", and afterwards, Jan Antonin Bata, 1898-1965) added to inaugurate new references on urban and territorial planning, industrial organization and labor relations in those decades. The industrial core of Batatuba had been launched by Jan Antonin Bata by 1940, and its possible to notice the persistence of urban vocabulary replicated in the companys serial-cities, even in its urban plan and in its remaining buildings. In this sense, it wouldn\'t be a coincidence the clear similarity between Batatuba\'s plan and others Bata\'s \"ideal industrial city\", such as Batovant-Partizanske (Slovakia). During the company\'s international expansion during the 1930s that vocabulary had been gradually developed by Bata\'s architects in Zlín (Czech Republic nowadays, then the host city of the Company). Rationality in material\'s use and construction techniques, standardization and reproducibility turned into the basis of that language. Those orientations were expressed in urban plans, where residential neighborhoods revealed the preference for a garden-city model and for Tomas Batas motto: \"Working collectively and living individually.\" An important feature of that development was the company\'s approach to CIAM\'s (International Congresses of Modern Architecture) and some of its exponents - such as Le Corbusier, attracted by Bata\'s social, urban and architectonic ideas and by the possibilities offered by company\'s global extents. Second World War represented a collapse on that evolution and a shift in Bata\'s modus operandi. By 1940, Jan Antonin Bata started a new stage in his business, buying in Brazil - where he would live definitively the Road Company Sao Paulo-Mato Grosso and the Alto Paraná Commercial Company. At this stage, Bata\'s actions acquired new hues. With his companies, he participates in the profiteering of the West of São Paulo and Southern of the old Mato Grosso States, planning and founding cities and urban cores marked by an agro-industrial character: Vila CIMA (Industrial, Commercial and Agricultural Company Town), Mariápolis, Bataguassu, Batayporã, Kennedyba searching for, at least, contribute to incorporate the Brazilian empty spaces to national economy during Vargas years. In relation to urban and architectural achievements, the Brazilian phase of Jan Bata - by its almost complete absence in historiography - still needs better understanding and analysis. This paper aims to distinguish this stage - located between the years 1940 and 1965 - and relate it to Bata\'s cities created during the interwar years (1918-1940). Besides, this paper searches for analyze - preliminarily and under local issues and Modern Movements focus in which terms that programmatic constancy featured by Bata\'s (on planning collective life, work, industrial production in urban and economic ways) would been maintained or reinvented in Brazil.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2015-06-25T13:34:21Z No. of bitstreams: 1 Viviane Saraiva Machado.pdf: 1183309 bytes, checksum: 81348201613c2221f4c0fc63e642fda0 (MD5) / Made available in DSpace on 2015-06-25T13:34:21Z (GMT). No. of bitstreams: 1 Viviane Saraiva Machado.pdf: 1183309 bytes, checksum: 81348201613c2221f4c0fc63e642fda0 (MD5) Previous issue date: 2012-05-08 / Nenhuma / O trabalho aborda a Constitucionalização do Direito do Trabalho como reflexo da Constitucionalização do Direito Privado. O desafio de respeito aos direitos constitucionais à saúde, higiene e segurança do trabalhador surge com a incerteza das nanotecnologias, que aponta para a necessidade de aprofundamento do conhecimento tecnocientífico para obtenção de informações sobre as nanopartículas visando evitar danos ao homem e ao ecossistema. Nessa esteira, revela-se primordial a efetivação do direito/dever de informação para a tomada de decisões democráticas em matérias que envolvam as nanotecnologias. Para a construção da base do discurso protetivo do trabalhador, no ambiente de trabalho com nanomateriais, utiliza-se o Princípio da Precaução no direito ambiental como inspiração para a gestão do risco. Dessa forma, a precaução aparece como um nexo entre o trabalho com nanotecnologia e o agir precaucional e como novo padrão axiomático para a construção de uma diretriz fundada na dignidade da pessoa humana do trabalhador. / The paper addresses the Constitutionalisation Labor Law as a reflection of Constitutionalisation of Private Law. The challenge of respect to constitutional rights to health, hygiene and worker safety comes with the uncertainty of nanotechnology, which points to the need for deeper understanding technoscientific to obtain information about nanoparticles in order to avoid damage to humans and the ecosystem. This track proves to be essential to ensuring the right / duty to provide information for the democratic decisionmaking in matters involving nanotechnologies. For the construction of the base of the speech protective worker, workplace with nanomaterials, we use the precautionary principle in environmental law as inspiration for risk management. Thus, caution appears as a link between working with nanotechnology and the precautionary and act as axiomatic new standard for the construction of a guideline based on human dignity of the worker

The aim of the paper is to make the reader acquainted with questions of labour law in the Czech Republic and Austria especially in terms of labour conditions, consequently to analyse and evaluate labour issues such as vacation, working hours, remuneration, overtime pay, maternity and paternity leave, working overtime or at night. In a theoretical part of the paper the main focus lies on beginning of employment, labour conditions and last but not least on termination of employment. In a practical part interesting areas in connection with labour relations and comparing Czech and Austrian situation are described, such as part-time employment, average working time during a week or 4-days working week.

Idealizado como uma \"cidade industrial ideal\", o antigo núcleo industrial de Batatuba, situado no município de Piracaia (SP, Brasil), é praticamente invisível na historiografia das realizações urbanísticas no Brasil, embora em seu projeto sobressaiam seu caráter social e sua filiação ao pensamento moderno. Batatuba integrara um programa internacional de cidades destinado a concretizar, arquitetônica e urbanisticamente, a expansão mundial da Companhia calçadista Bata, que se iniciara e florescera no entreguerras. Ainda que emissárias dos princípios da racionalidade e eficiência de Taylor e Ford, as ações dos dirigentes da Companhia - inicialmente as de seu fundador, Tomas Bata (1876-1932, chamado de Henry Ford da Europa Central) e depois as de Jan Antonin Bata (1898-1965) - contribuíram para inaugurar novas referências nos campos do planejamento urbano e territorial, da organização industrial e das relações de trabalho naquelas décadas. O núcleo industrial de Batatuba fora iniciado por Jan Antonin Bata por volta de 1940, sendo possível notar a permanência, tanto no desenho de sua planta urbana, quanto nos remanescentes atuais, do \"vocabulário\" urbanístico replicado nas \"cidades-em-série\" da Companhia. Assim, não seria gratuita a flagrante semelhança do plano de Batatuba com outros planos para uma cidade industrial ideal, como Batovany-Partizanske (atual Eslováquia). Durante a expansão internacional da empresa nos anos 1930 este vocabulário desenvolvera-se gradualmente em Zlín (atual República Tcheca), então a cidade-sede da Companhia Bata, e por meio de seu escritório de arquitetos, sendo a base desta linguagem a racionalidade no uso de materiais e técnicas construtivos e a padronização e reprodutibilidade. Esta orientação se expressou nos planos urbanos, onde os bairros residenciais revelavam a preferência pelo modelo da cidade-jardim e o lema de Tomas Bata \"Trabalhar coletivamente e viver individualmente\". Aspecto fundamental desta evolução foi a aproximação da empresa com os arquitetos dos CIAM (Congressos Internacionais de Arquitetura Moderna) e alguns de seus expoentes, como Le Corbusier, atraídos pelo ideário social, arquitetônico e urbanístico da Companhia e pelas possibilidades projetuais proporcionadas pelo porte global desta. Elemento de ruptura desta evolução, a Segunda Guerra Mundial representou uma inflexão no modus operandi da Companhia. Por volta de 1940, Jan Antonin Bata iniciou nova etapa nos negócios, adquirindo no Brasil, onde passou a residir definitivamente, as empresas Companhia de Viação São Paulo - Mato Grosso e Companhia Comercial Alto-Paraná. Nesta fase as ações de Jan Bata adquiriram nova tonalidade. Com suas empresas, participa do desbravamento do oeste paulista e do sul do então Mato Grosso, planejando e fundando cidades e núcleos de caráter agroindustrial: Vila CIMA (Companhia Industrial, Mercantil e Agrícola), Mariápolis, Bataguassu, Batayporã, Kennedyba - intentando, afinal, contribuir para incorporar os \"espaços vazios\" de Vargas à economia brasileira. No que se refere às realizações arquitetônicas e urbanísticas, a fase brasileira de Jan Bata, por sua quase total ausência na historiografia, ainda carece de melhor conhecimento e análise. Este trabalho pretende distinguir esta fase - situada entre os anos de 1940 e 1965 - e relacioná-la com as cidades da Companhia Bata criadas durante os anos do entreguerras (1918-1940). Busca analisar, preliminarmente e à luz do Movimento Moderno e das questões locais, em que medida aquela constância programática exercida pela Companhia, no planejamento da vida coletiva, do trabalho e da produção industrial, de expressão urbanística e de cunho econômico, foi seguida no ambiente brasileiro sendo preservada ou reinventada. / Idealized as an \"ideal industrial city\", the old industrial core of Batatuba, located in Piracaia (SP, Brazil) is virtually invisible in historiography of urban achievements in Brazil - although its project manifests a social character and an ascendancy of modernist thinking. Batatuba had integrated an international cities\' program aimed to materialize in architectonic and urban ways the global expansion of Bata footwears company, which began and flourished during the 1920-1930 decades. Although reiterating Taylor\'s and Ford\'s rationality and efficiency principles, the actions of Bata Company\'s directors (the first, Tomas Bata, 1876-1932, so-called \"Henry Ford of Central Europe\", and afterwards, Jan Antonin Bata, 1898-1965) added to inaugurate new references on urban and territorial planning, industrial organization and labor relations in those decades. The industrial core of Batatuba had been launched by Jan Antonin Bata by 1940, and its possible to notice the persistence of urban vocabulary replicated in the companys serial-cities, even in its urban plan and in its remaining buildings. In this sense, it wouldn\'t be a coincidence the clear similarity between Batatuba\'s plan and others Bata\'s \"ideal industrial city\", such as Batovant-Partizanske (Slovakia). During the company\'s international expansion during the 1930s that vocabulary had been gradually developed by Bata\'s architects in Zlín (Czech Republic nowadays, then the host city of the Company). Rationality in material\'s use and construction techniques, standardization and reproducibility turned into the basis of that language. Those orientations were expressed in urban plans, where residential neighborhoods revealed the preference for a garden-city model and for Tomas Batas motto: \"Working collectively and living individually.\" An important feature of that development was the company\'s approach to CIAM\'s (International Congresses of Modern Architecture) and some of its exponents - such as Le Corbusier, attracted by Bata\'s social, urban and architectonic ideas and by the possibilities offered by company\'s global extents. Second World War represented a collapse on that evolution and a shift in Bata\'s modus operandi. By 1940, Jan Antonin Bata started a new stage in his business, buying in Brazil - where he would live definitively the Road Company Sao Paulo-Mato Grosso and the Alto Paraná Commercial Company. At this stage, Bata\'s actions acquired new hues. With his companies, he participates in the profiteering of the West of São Paulo and Southern of the old Mato Grosso States, planning and founding cities and urban cores marked by an agro-industrial character: Vila CIMA (Industrial, Commercial and Agricultural Company Town), Mariápolis, Bataguassu, Batayporã, Kennedyba searching for, at least, contribute to incorporate the Brazilian empty spaces to national economy during Vargas years. In relation to urban and architectural achievements, the Brazilian phase of Jan Bata - by its almost complete absence in historiography - still needs better understanding and analysis. This paper aims to distinguish this stage - located between the years 1940 and 1965 - and relate it to Bata\'s cities created during the interwar years (1918-1940). Besides, this paper searches for analyze - preliminarily and under local issues and Modern Movements focus in which terms that programmatic constancy featured by Bata\'s (on planning collective life, work, industrial production in urban and economic ways) would been maintained or reinvented in Brazil.

Dans le cadre de ce mémoire, nous nous penchons sur les relations du travail (RT) dans les entreprises multinationales (EMs) ayant des opérations au Canada. Notre question de recherche est la suivante: « Le pays d’origine d’une entreprise multinationale a-t-il un impact sur les pratiques de relations du travail dans ses opérations canadiennes? » Deux thèses principales ont été élaborées afin d’expliquer les choix des EMs dans l’adoption et l’implantation de pratiques. La première thèse, celle de la diversité, tient pour acquis que plusieurs déterminants endogènes et exogènes à l’EM influencent ses pratiques (Mcgraw et Harley, 2003). Tant les caractéristiques du pays hôte que celles du pays d’origine influenceraient les choix de pratiques des EMs contribuant ainsi à leur diversité (Almond et al., 2005). Par exemple, certains chercheurs avancent que les EMs sont littéralement imprégnées des caractéristiques provenant du pays qui les a vues naître, qu’elles feraient littéralement partie de leur ADN affectant ainsi les pratiques qu’elles mettent en place dans leurs filiales à l’étranger (Berger, 2006). Par ailleurs, la thèse de la convergence soutient que les EMs auraient tendance à utiliser les mêmes pratiques en cette ère de mondialisation et d’hégémonie économique américaine (Mcgraw et Harley, 2003). Les tenants de cette thèse croient plutôt à une convergence des pratiques à travers les EMs en raison notamment de la vaste diffusion du modèle anglo-saxon de gestion, de l’approche des best pratices et du one best way (Mcgraw et Harley, 2003; Royle, 2006). Convergence ou divergence des pratiques? Le débat demeure entier dans la littérature. Outre sa contribution à ce débat, notre recherche permet d’en apprendre davantage sur le comportement des EMs étrangères au Canada, mais aussi d’examiner les spécificités des EMs canadiennes. Le modèle conceptuel développé par ce mémoire se base sur la thèse de la diversité en examinant plus particulièrement l’effet du pays d’origine. Selon la littérature, plusieurs variables influencent les pratiques des EMs, soit le pays d’origine (Almond et al., 2005; Kvinge et Ulrichsen, 2008; Marginson, 2008; Edwards et Ferner, 2002; Collings, 2003; Ferner, 1997, Moore et Rees, 2008; etc.) et les caractéristiques propres à l’EM (Bartlett et Ghosal, 1998; Kidger, 2002; Perlmutter, 1969; Edwards, 2003). Aux fins de notre recherche, notre variable dépendante, les pratiques de RT, comporte cinq dimensions, soit la reconnaissance syndicale des nouveaux établissements, la politique d’implication du syndicat, la perception à l’égard des représentants syndicaux, la structure de la négociation collective et l’autonomie de la filiale dans l’élaboration de politiques en matière de RT (Bélanger et al., 2006). L’hypothèse principale de notre recherche est : le pays d’origine d’une EM a un impact sur le choix des pratiques de RT dans ses opérations canadiennes. Cinq sous-hypothèses, touchant cinq dimensions du concept de RT, ont été testées : 1) les EMs américaines reconnaissent moins souvent le syndicat dans leurs nouveaux établissements que les EMs d’autres pays; 2) les EMs américaines ont une moins bonne perception patronale du syndicat que celles provenant d’autres pays; 3) les négociations collectives sont plus décentralisées dans les EMs américaines que dans celles d’autres pays; 4) les EMs américaines impliquent moins les syndicats dans la prise de décision que celles provenant d’autres pays; 5) l’autonomie dans l’élaboration de politiques concernant la représentation syndicale est plus faible dans les EMs américaines que dans les EMs d’autres pays. Sur le plan méthodologique, cette étude utilise des données secondaires provenant de l’Enquête sur la gestion des ressources humaines, les politiques publiques et la chaîne de valeur mondiale menée par Bélanger, Harvey, Jalette, Lévesque et Murray (2006). Nous étudions un sous-échantillon de la base de données, soit une centaine d’EMs dont les employés sont syndiqués. Les résultats indiquent que les opérations canadiennes des EMs canadiennes se différencient de celles des EMs américaines par une meilleure perception patronale des syndicats et une plus grande implication syndicale. De plus, les EMs européennes reconnaissent plus le syndicat dans leurs nouveaux établissements, perçoivent davantage de la collaboration de la part du syndicat et octroient une plus grande autonomie en matière de RT à leurs opérations canadiennes que les EMs américaines. Enfin, les opérations canadiennes des EMs du reste du monde se distinguent de celles des EMs américaines par une meilleure perception patronale de collaboration de la part du syndicat. / The purpose of this research is to study labour relations in multinational corporations (MNCs) operating in Canada. Our research question is : “Does the country of origin of an MNC have an impact on the labour relations practices in its Canadian operations? ». Two main theses are put forward in the literature in order to explain the choices of MNCs in the adoption and the establishment of practices. The first one is the diversity thesis, which takes for granted that several endogenous and exogenous determinants of the MNC influence its practices (Mcgraw and Harley, 2003). The characteristics of the host country as well as those of the country of origin influence the choices of practices of MNCs, which are contributing to their diversity (Almond and al., 2005). For example, some researchers explain that MNCs are literally impregnated with characteristics coming from the country from which they originated, that it would be literally part of their DNA affecting the practices that they set up in their abroad subsidiaries (Shepherd, 2006). At the opposite, the convergence thesis asserts that MNCs tend all to use the same practices because of globalisation and American economic hegemony (Mcgraw and Harley, 2003). The supporters of this thesis believe in a convergence of the practices through MNCs because of the vast diffusion of the Anglo-Saxon model of management, the best practices and the one best way approaches (Mcgraw and Harley, 2003; Royle, 2006). Is there a convergence or a diversity of the practices? The debate remains strong in the literature. In addition to contributing to this debate, our research further explores the behaviour of foreign MNCs in Canada, and the particularities of Canadian MNCs. The conceptual model developed here is based on the diversity thesis, more specifically the effect of the country of origin. According to the literature, several variables influence the practices of MNCs: the country of origin (Almond and al., 2005; Kvinge and Ulrichsen, 2008; Marginson, 2008; Edwards and Ferner, 2002; Collings, 2003; Ferner, 1997, Moore and Rees, 2008; etc) and the characteristics specific to the MNCs (Bartlett and Ghosal, 1998; Kidger, 2002; Perlmutter, 1969; Edwards, 2003). In this research, the dependent variable, the labour relations practices, has five dimensions: union recognition in the new establishments, the trade union implication policy, management perception of the trade union representatives, the collective bargaining structure and the autonomy of the subsidiary in the development of labour relations policies (Bélanger and al., 2006). The principal assumption of our research is: the country of origin of a MNC has an impact on the choice of the practices of labour relations in its Canadian operations. Five sub-assumptions, corresponding to the dimensions of the concept of labour relations, were tested: 1) American MNCs less often recognize trade unions in their new establishments than MNCs of other countries; 2) American MNCs have a worse managerial perception of the trade union than those coming from other countries; 3) Collective bargaining is more decentralized in American MNCs than in those of other countries; 4) American MNCs are less likely to include trade unions in their decision-making than those coming from other countries; 5) There is less autonomy in the development of policies concerning trade union representation in American MNCs than in MNCs from other countries. The methodology of this study uses secondary data coming from the Survey on Employment Practices, Public Policy and the Global Value Chain carried out by Bélanger, Harvey, Jalette, Lévesque and Murray (2006). We study a subsample of the data base, composed of one hundred MNCs whose employees are unionised. The results show that Canadian operations of Canadian MNCs differ from those of American MNCs. Canadian MNCs have a better perception of the unions and involve more unions in decision-making. European MNCs are more likely to recognize trade unions in new establishments, perceive greater union collaboration and grant greater autonomy regarding labour relations to their Canadian operations, as compared to American MNCs. The Canadian operations of MNCs of the rest of the world are distinguished from American MNCs by a stronger perception of union collaboration.

Lithuania as a marine state is strongly motivated to create a favourable employment relationship system satisfying the interests of seamen. All marine states are interested that their citizens would work in national fleets and would not be forced to look for work on the ships of other states or on the ships of “convenient flags”. Work analyses the peculiarities of work on ships on the basis of legal act differentiation, i.e. it analyses how employment relationships are regulated by general and specific legal acts. The analysis of employment relationships of different institutions is performed by comparing provisions applied to employees in general and to seamen exclusively in order to highlight the peculiarities of work on ships. The work is based on international: ILO and EU and Lithuanian legal acts. The peculiarities of work on ships is revealed examining main aspects of employment relationships. Employment requirements for seamen as well as employment contracts with seamen and the terms and conditions thereof: payment, work and rest time, vacations – are analysed. Work safety, implementing authorities and liability for injuries of the employees are also discussed. The analysis of the project of ILO consolidated maritime labour conventions is provided. This instrument is intended to facilitate the procedure of ILO standard ratification, i.e. to enable the member states to implement more ILO maritime labour conventions into national law by one ratification act and this way... [to full text]

Thesis (LLM)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Section 197 of the Labour Relations Act 66 of 1995 ensures the transfer of a contract of employment from an old employer to a new employer on the transfer of a business as a gomg concern. Although section 197 is mostly based on European and British statutes and regulations, one should not rely on foreign provisions when interpreting section 197 without careful consideration. It is only when we understand the inherent limitations of applying these provisions, that they can be of any help to formulate definitions for the terms "transfer", "business" and "going concern". The two most important effects that section 197 has, is that it ensures the transfer of the contract of employment and that it protects the terms and conditions of employment when such a transfer takes place. Unfortunately, this section does not regulate dismissal on the transfer of a business. Section 197 also does not deal satisfactorily with the transfer of contracts of employment on the transfer of an insolvent business. As a result of the above-mentioned and other shortcomings of the current section 197, it was decided to amend the Act. The Labour Relations Amendment Bill 2000 relies heavily on precedents from foreign law, but unfortunately it does not adequately address all the current problems. / AFRIKAANSE OPSOMMING: Artikel 197 van die Wet op Arbeidsverhoudinge 66 van 1995 verseker die oordrag van 'n dienskontrak van 'n ou werkgewer na 'n nuwe werkgewer by die oordrag van 'n besigheid as 'n lopende onderneming. Alhoewel artikel 197 gebaseer is op Europese en Britse wetgewing en regulasies, moet die leser versigtig wees om sulke bepalings sonder skroom aan te wend by die interpretrasie van artikel 197. Wanneer ons die inherente beperkings daarvan begryp, mag die bepalings van hulp wees om definisies te vorm van die begrippe "oordrag", "besigheid" en "lopende onderneming". Artikel 197 het hoofsaaklik twee uitwerkings: dit fasiliteer die oordrag van die dienskontrak en verseker dat die terme en voorwaardes van indiensneming onveranderd bly. Die artikel reguleer nie ontslag by die oordrag van 'n besigheid nie. Artikel 197 reguleer ook nie genoegsaam die oordrag van dienskontrakte waar 'n insolvente besigheid oorgedra word nie. As gevolg van bogenoemde en ander tekortkominge is besluit om die Wet te wysig. Die Wysigingswetsontwerp op Arbeidverhoudinge 2000 steun op buitelandse presedente, maar spreek ongelukkig ook nie al die huidige probleme suksesvol aan nie.