Orientador: Carlos Alonso Barbosa de Oliveira / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Economia / Made available in DSpace on 2018-08-06T18:05:13Z (GMT). No. of bitstreams: 1 Biavaschi_MagdaBarros_D.pdf: 59651202 bytes, checksum: e32c7c96a15f844f0889c5653e6fb400 (MD5) Previous issue date: 2005 / Resumo: Esta tese busca, em síntese, resgatar os fundamentos do Direito do Trabalho em tempos em que os direitos sociais sofrem forte abalo e em que as instituições republicanas parecem sucumbir à força de um desejo implacável de remover todos os obstáculos ao livre fluxo do capital, à expansão das grandes corporações e do capital financeiro internacional, tendo como foco um país de capitalismo tardio como o Brasil. Com a preocupação de desvendar as principais fontes materiais de um ramo do Direito com princípios e fisionomia própria e de verificar como foram impulsionadas as instituições do Estado aptas a fiscalizá-lo e a concretizá-lo, demonstra que a idéia de que a legislação trabalhista brasileira é cópia da Carta Del Lavoro é insustentável tanto teórica quanto empiricamente. Com ênfase no período de 1930-42, mas com um espectro maior de duração, apresenta uma leitura de um período específico da ¿Era Vargas¿, em que esse Direito se afirmou no Brasil como um estatuto jurídico universal. Procedendo a uma abordagem mais geral do quadro socioeconômico do Brasil de então, busca compreender o papel do Estado na institucionalização das regras sociais de proteção ao trabalho e as razões de sua ação coordenadora ter sido decisiva para que esses direitos e as instituições que os concretizam se criassem, sem que essa abordagem signifique, ao contrário, adesão ao ¿mito da outorga¿ / Doutorado / Economia Social e do Trabalho / Doutor em Desenvolvimento Economico

LL.M

No abstract available. / Thesis (LL.M.)-University of KwaZulu-Natal, Durban, 2006.

Thesis (LLM)--University of Limpopo, 2010 / The study evaluates the common law position regarding the principle of legitimate expectation at the workplace. Under the common law, the employer had the power to hire and to fire as he or she pleased. The employer could either fire for a good reason or for a bad one or for no reason at all, provided the dismissal was on notice. In other words the employer was not required to show good cause for terminating the contract or to inform them employee of such reasons as they may be or to follow any special procedures before termination. It was not possible for the employee to raise question of legitimate expectation by then. The study exposed the complexity of this principle in our current labour laws. The two schools of thoughts regarding the principle have been analysed herein and a proper recommendation was made.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1986.

Thesis (M.B.A.)--University of Hong Kong, 1988.

Thesis (M.P.A.)--University of Hong Kong, 1992.

Paid domestic work is the most important occupation for urban Mozambican women after self-employment. Domestic workers perform the reproductive and productive functions necessary to keep households running and the economy growing. Despite the importance of this sector, it is characterised by low wages, long hours, rigorous schedules, and vulnerability to abuse. In 2008, Mozambique’s National Assembly passed Decree 40/2008, extending labour protections to domestic workers. There is significant debate however about whether labour protection can transform working conditions in such an intimate sector. Domestic work takes place in isolation, behind the closed doors and high walls of private homes; it consists of intimate tasks, adding a personalness to the employment relationship; and working conditions are negotiated one-on-one with employers. Drawing on historical research, primary observations and semi-structured interviews with key informants and domestic workers in Maputo’s central city, this study discusses the opportunities and limitations of legislating worker justice in an intimate profession. It explores how the institutional and regulatory framework both enables and prevents improvements in working conditions; how domestic workers leverage these institutions to advance their interests; and the informal strategies and tactics they use concurrently. The study suggests that Decree 40/2008 has had limited direct impact on working conditions. Its ambiguous language, poor dissemination, and weak regulatory structure, combined with the precarious nature of Maputo’s labour market and entrenched power relations between workers and employers, mean that domestic workers exhibit high levels of accommodation or patience, preferring to wait for conditions to improve or better options to surface, than to make outright demands from employers. However, this study also suggests Decree 40/2008 has galvanised domestic worker organising, creating a focus of mobilisation and advocacy with the potential to profoundly affect working conditions in this sector. In the context of a fractured labour movement however, domestic worker organising has become a battleground for autonomy, power, and resources. It is still too early to know whether domestic workers will ultimately benefit. / Thesis (M.Dev.Studies)-University of KwaZulu-Natal, Durban, 2012.

Thesis (M.P.A.)--University of Hong Kong, 1991.

The implementation of Employment Equity involves the Government’s Labour Department, employers, employees, trade unions, shareholders and customers. The Labour Department insists that a designated employer must prepare and implement an Employment Equity Plan which will achieve reasonable progress towards Employment Equity in that employer’s workforce. The focus of this study was to establish the impact of the implementation of Employment Equity and Affirmative Action in the workplace. This study focused on employees’ perceptions and attitudes towards the implementation of Employment Equity and Affirmative Action. The main variables addressed by this study included staff turnover, training & development, impact of Employment Equity Forums, staff morale and attitudes towards the call to end Affirmative Action. The objectives of this study were to establish the impact of Employment Equity on the following key business variables: promotions and career paths, employee retention, employee turnover, employee morale and employee working relationships. The study followed a quantitative approach with a web-based questionnaire which was constructed using an online questionnaire which was distributed to the respondents electronically. A non-probability sampling method was utilized to achieve set objectives. According to the findings, most employees have not benefited from the implementation of Employment Equity and Affirmative Action. This results to different views between previously disadvantaged groups, especially Africans and White males. The results showed that Whites are calling for an end to the implementation of Affirmative Action policies while Africans feel that Affirmative Action should carry on for a little longer. The implementation of Employment Equity and Affirmative Action negatively affects Whites’ morale at work and results to poor working relationships amongst different race groups. It is also observed from the findings that Employment Equity and Affirmative Action is not directly linked to job hopping, contrary to the general perception. It is witnessed from the study that those who have benefitted from Employment Equity and Affirmative Action were very supportive of it. In order to improve the effectiveness of Employment Equity organisations need to: provide training and development for appointees, develop career paths for individuals, and introduce Equity forums where employees can discuss challenges faced by Affirmative Action appointees. However, the principle of fairness has to be a part of all Equity practices. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.