Thesis (J.C.L.)--Catholic University of America, 1989. / Includes bibliographical references (leaves 67-71).

Thesis (J.C.L.)--Catholic University of America, 1989. / This is an electronic reproduction of TREN, #029-0168. Includes bibliographical references (leaves 67-71).

Discussão atual e que encontra dissenso tanto entre os doutrinadores como nas decisões judiciais é a que diz respeito à possibilidade de utilização da lei da Arbitragem Lei 9.307/96 para solucionar conflitos individuais de trabalho. Criada com a finalidade de resolver, de forma mais célere e sigilosa, litígios decorrentes de relações civis, comerciais, e voltada também para as relações contratuais internacionais, a lei da arbitragem não se encontra adaptada às peculiaridades existentes nas relações entre empregado e empregador. No entanto, vem sendo bastante exaltada e incentivada sua utilização também como forma de solução dos conflitos decorrentes das relações individuais de trabalho. Em que pese a real dificuldade por que passa o Poder Judiciário, de entregar a tutela ao jurisdicionado de forma mais célere, proporcionando maior eficácia dos julgados, a aceitação dos mecanismos alternativos de solução de conflitos devem ser melhor avaliados e, principalmente, adaptados às diferentes relações jurídicas existentes no sistema jurídico pátrio. Essa nova dinâmica de introdução irrestrita da arbitragem para solucionar conflitos, em especial os conflitos de emprego, como sendo única alternativa viável à morosidade da prestação jurisdicional prestada pelo Estado, tem que levar em consideração as peculiaridades desse ramo do direito, que é essencialmente permeado por questões não só jurídicas, mas, sobretudo, por questões econômicas e sociais.

Submitted by Rosina Valeria Lanzellotti Mattiussi Teixeira (rosina.teixeira@unisantos.br) on 2017-05-23T19:40:24Z No. of bitstreams: 1 Thiago Deiglis de Lima Rufino.pdf: 552557 bytes, checksum: d9a0aa6da6ef1d880e04ff80250708b1 (MD5) / Made available in DSpace on 2017-05-23T19:40:26Z (GMT). No. of bitstreams: 1 Thiago Deiglis de Lima Rufino.pdf: 552557 bytes, checksum: d9a0aa6da6ef1d880e04ff80250708b1 (MD5) Previous issue date: 2017-03-31 / Integration right and labor relations in MERCOSUR is a theme that addresses norms related to regionalism process prevenient from the Treaty of Asunción formalization, which created the Common Market of the South. MERCOSUR results of a Latin American states¿ grouping in search of economic protection and a larger market field, with emphasis initially on Brazil, Argentina, Paraguay and Uruguay. Next, Venezuela was included as an integrated country, as well as Bolivia, Chile, Colombia, Peru, Ecuador, Guyana and Suriname were included as associate countries. However, factors such as economic protection and market search were not unique in this integration process, but allied to globalization phenomenon spread and diffusion of social rights linked to the human being. As a regionalization process in Latin America, it became part of the economic block. In order to do so, it used negotiations formulated through intergovernmental negotiations, which depended, therefore, on participating States validation in their respective internal systems in order to implement their guidelines. Originally thought to be MERCOSUR as a mechanism for economic expansion, its character of social integration was obliterated, accomplished during its evolution through Ouro Preto Protocol (dated 1994) and the Olivos Protocol (dated 2002), establishing systems and guidelines on social issues, among them, labor. Despite the existence of those search instruments for intrabloc social peace, their lack of effectiveness is evident, due to member countries¿ economic, political and social asymmetries. Therefore, it is aimed to demonstrate that labor negotiations effectiveness will occur with norms harmonization, observing the group¿s asymmetry specificities. / A temática direito da integração no MERCOSUL e das relações laborais aborda as normativas ligadas ao processo de regionalismo advindo da formalização do Tratado de Assunção, que criou o Mercado Comum do Sul. O Mercosul é fruto de uma agrupação de Estados latino-americanos em busca da proteção econômica e maior campo de mercado, com destaque inicialmente para o Brasil, a Argentina, o Paraguai e o Uruguai. Em seguida, foi integrado como membro a Venezuela, e como países associados a Bolívia, o Chile, a Colômbia, o Peru, o Equador, a Guiana e Suriname. Contudo, os fatores proteção econômica e busca de mercado não foram exclusivos neste processo de integração, mas aliados à propagação do fenômeno da globalização e difusão dos direitos sociais ligados à pessoa humana. Como processo de regionalização da América Latina, integralizou-se na condição de bloco econômico. Para tanto, utilizou tratativas formuladas através de negociações de cunho intergovernamental, dependendo, assim, da convalidação dos Estados partícipes nos seus respectivos ordenamentos internos para a efetivação de suas diretrizes. Pensado preliminarmente o MERCOSUL como mecanismo de expansão econômica, foi relegado a segundo plano seu caráter de integração social, o que foi efetivado no transcorrer de sua evolução através do Protocolo de Ouro Preto (datado de 1994) e do Protocolo de Olivos (datado de 2002), instituindo organismos e diretrizes sobre temas de cunho social, entre estes, o laboral. Apesar da existência destes instrumentos de busca da paz social intrabloco, fica evidente sua falta de eficácia, diante das assimetrias econômicas, políticas e sociais dos países-membros. Logo, objetiva-se demonstrar que a eficácia das tratativas de cunho laboral se dará com a harmonização das normas, observando-se as especificidades desta condição de assimetria do grupo.

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

Made available in DSpace on 2016-04-26T20:26:07Z (GMT). No. of bitstreams: 1 Tarcisio Regis Valente.pdf: 2550981 bytes, checksum: d9f7f3d89cc07458a3441eb68dc3e84a (MD5) Previous issue date: 2007-12-07 / The changes observed on modern society has created the massive phenomenon, going through the strictly economical area to reach behaviours and social relationships, projecting, thus, the "metaindividual" interests against mainly individual conceptions regulated by the Civil Process Code. To satisfy these collective conception interests, Brazilian legislator has made specific laws in a way to make them possible, creating new "tools" to the process, that, besides individual guarantees, algo protect collective approach interests, democratizing the access to justice and giving them effectiveness, by means of public civil action or a collective action simply. The perfect integration between Lei n. 7.347/85 (Public Civil Action Law) and Lei n. 8.078/90 (Consumer Rights Code), as well as other casualty laws, has produced in our judicial procceding a truly collective civil process, able to resolve conflicts of collective interests, legally defined as "spred", collective and individual homogeneous. If these interests turn up in employment relations, the Unions and the Public Ministry of Labor are legally legitimate to make use of public civil action which is going to be judged by the Justice of Labor, the one that is able to resolve alI the conflicts between employees and employers / As transformações operadas no seio das sociedades modernas geraram o fenômeno da massificação, ultrapassando o setor meramente econômico para atingir os comportamentos e as relações sociais, projetando, assim, os interesses meta-individuais em contra posição as concepções meramente individuais reguladas pelo Código de Processo Civil. Para a satisfação destes interesses de concepção coletiva, o legislador brasileiro fez editar leis específicas de modo a viabilizá-los, com a criação de novos instrumentos processuais que, ao lado das garantias individuais, protegem também os interesses de conotação coletiva, democratizando o acesso à justiça e conferindo-lhes efetividade, por meio da ação civil pública ou simplesmente ação coletiva. A perfeita integração entre a Lei n. 7.347/85 (Lei da Ação Civil Pública) e a Lei n. 8.078/90 (Código de Defesa do Consumidor), ao lado de outras leis casuísticas, formou-se em nosso ordenamento jurídico verdadeiro processo civil coletivo, hábil a dirimir os conflitos envolvendo interesses com dimensão coletiva, legalmente definidos como difusos, coletivos e individuais homogêneos. Se esses interesses surgirem no âmbito das relações de emprego, as entidades sindicais e o Ministério Público do Trabalho estão legalmente legitimados a ajuizarem a ação civil pública a ser apreciada pela Justiça do Trabalho, a quem compete dirimir os conflitos entre empregados e empregadores

This research is mainly based on the relationship between petroleum industries that have taken on their full responsibilities in recent years. Petroleum industries give some minor works to other factories and refer to this situation, taking complete charge relationship, a contract under Civil Law. The management of health care, when it is managed by the person who is in charge and the person who is charged by. When it comes to some special circumstances then both sides should negotiate the contract. Since the Law of Labor Safty and Health was announced in 1974, the Law was sincerely made and the education of the government had set up the responsibility of the person who is in charge of the workers. The factories that take charge of the work should make it clear about the possible dangers, the factory, the person who is in charge and the rules should all be followed during factory operation. Besides, with the announcement from the government, we should request that the person who is in charge take care of the person who is charged by. The Council of Labor Affairs Executive Yuan announced the Law of Hazardous Work Place Review and Inspection Rules in 1994. Petroleum industries are a dangerous working place. There are many more chances of dangerous accidents happening and influence from that danger, than in any other industry. Furthermore, we should discuss this issue in three parts as follows: requesting changes to the government laws concerning labor safety; petroleum industries to set up reasonable management rules for labor safety management and the relationship of factories and workers that carry out the management of operations at the construction work-site. This research is discussed by the view of the right and self helps toward which has had a labor accident. As well as penetrating the system and the procedure of analysis the legal surface and the actual execution questions in law. Because of profession specials, usually penetrates good-neighborliness is the way to maintain friendly relations, but in contracts in the service to be also possible and the political operation has the connection. From the penetration view that the policy and the strategy analyze the employer with to contract between business relationships and the influence which produce to the safety and health request and the administration center. The research survey discovered that because the contracted price to compress has contracted businesses to reduce their profits, created contracts the personnel fluidity to be high, layer upon layer to subcontract, the agreement organization carries out does not carry out, the education and training is unable effectively to carry out to contracting each of staff's business phenomenon, further created the labor accident, but take contracted business and its the staff as the biggest victim; Investigates its reason, the essential union system surface and the law, will contract the work to melt into in the petroleum industry work environment. Finally, this research material hoped may contract business and its the laborer profession situation to the petroleum industry center has the understanding, will provide the government and the petroleum industry administers and in the management in the future the reference, also might take future to other professions or the thorough research foundation of.

The aim of this thesis was to analyze main causes of youth unemployment in countries of European Union. In order to assess main determinants of this negative phenomenon, an econometric model based on panel data was constructed. Source dataset, containing mainly Eurostat data, covers EU-28 countries in the 2000-2014 period. Results of a regression inclined that youth unemployment is effected mainly by overall economic development. Youth unemployment is more sensitive for economic downturns than unemployment in an adult age class. The model also suggested that cuts in payroll taxes and deregulation in the minimum wage legislation could have positive effect on youth employment. Based on the literature, reforms toward more practical and effective education system with elements of dual apprenticeship, could be also a positive step in tackling youth unemployment. However, an econometric-based proof of this hypothesis was not found.

The reform of the labor process in Uruguay. The return to the autonomous labor processThe reform of the Uruguayan labor process and the return to an autonomous legal regime represent a radical and fundamental change in the national legislation. The simplicity of new procedural structures governed by principles and owns norms of labor discipline give the new regime a dogmatic autonomous space lost for many years. The procedural labor reform is built on the adjectival character of its nature prioritizing the substantive law and adjusting the procedural rule to its characteristics. The principles of Labor Law (substantive and procedural) are the foundation of the new regime / La reforma del proceso laboral uruguayo y la vuelta a un régimen jurídico autónomo constituye un cambio radical y fundamental en la legislación nacional. La sencillez de las nuevas estructuras procesales regidas por principios y normas propias de la disciplina laboral le dan al nuevo régimen un espacio de autonomía dogmática por muchos años perdido. El sistema laboral procesal se construye sobre el carácter adjetivo de su naturaleza priorizando el derecho sustantivo y ajustando la norma procesal a las características del mismo.Los principios del derecho del trabajo (sustantivos y procesales) son labase del nuevo régimen