La terminologie « mobilité juridique « émerge des mouvements de personnel dans des ensembles organisés et normatifs plus vastes que l’entreprise. Au départ cette notion a permis de mettre en exergue la mutation du rapport de travail lorsque ce dernier, sans perdre son rattachement avec une entreprise située dans un ordre juridique étatique, se déploie à l’étranger, en direction d’un nouvel ordre étatique et en direction d’une nouvelle entreprise. La mobilité juridique est une mobilité par changement du droit applicable. Elle est le fruit d’un déplacement spatial du rapport de travail entre des espaces normatifs mutuellement irréductibles. L’assise des rapports de travail juridiquement mobiles est formée par des organisations en dehors des organisations formelles. Il s’agit d’organisations incomplètes. Celles-ci induisent des exigences de coordination.Dans une première partie, il est pris soin de dégager les coordinations normatives comme premières. C’est à partir de celles-ci que peuvent être induites les modalités de coordination des personnes impliquées dans la mobilité. il en ressort une figure renouvelée de l’employeur (il sera question des maitres de l’organisation). Il en ressort également une figure renouvelée du travailleur, dont le développement des « capacités », implique un meilleur ancrage de ses droits dans son environnement normatif de travail et d’emploi. Il en découle en définitive un ordonnancement renouvelé des rapports du travail. Dans une seconde partie, il est porté attention à la similarité des questions juridiques que posent dans un contexte de globalisation les rapports de travail juridiquement mobiles, qu'ils soient réputés de droit purement interne ou internationaux. La coordination des ordres juridiques a pour objet la coordination des entreprises et des travailleurs : il s'agit d'une coordination des coordinations, réalisée par le biais d'une pluralité de principes et de méthodes. Il en ressort l'existence d'un droit international privé du travail contribuant à l'ordonnancement transnational des relations du travail. En définitive, les fonctions du droit du travail et du droit international privé sont mises à l'épreuve dans le cadre de(s) marché(s) nationaux et internationaux / The terminology "legal mobility" emerges from the movement of personnel in organized and normative sets larger than the enterprise. Initially, this notion made it possible to highlight the change in the working relationship when the latter, without losing its connection with an enterprise located in a state legal order, deploys abroad, in the direction of a new state order. to a new company. Legal mobility is a mobility by change of the applicable law. It is the result of a spatial shift in the working relationship between mutually irreducible normative spaces. The foundation of legally mobile working relationships is formed by organizations outside formal organizations. These are incomplete organizations. These induce coordination requirements.In a first part, it is taken care of to release the normative coordinations as first. It is from these that the coordination modalities of the people involved in mobility can be induced. it shows a renewed figure of the employer (it will be about the masters of the organization). It also shows a renewed figure of the worker, whose development of "capabilities" implies a better anchoring of his rights in his normative environment of work and employment. It ultimately results in a renewed order of labor relations.In a second part, attention is paid to the similarity of the legal questions posed in a context of globalization to legally mobile working relationships, whether they are deemed to be purely internal or international. The coordination of the legal orders concerns the coordination of companies and workers: it is a coordination of coordination, carried out through a plurality of principles and methods. It reveals the existence of an international private labor law contributing to the transnational organization of labor relations.Ultimately, the functions of labor law and private international law are put to the test in the context of (s) national and international market(s)

Made available in DSpace on 2016-04-26T20:22:18Z (GMT). No. of bitstreams: 1 Sandra Regina Thomaz.pdf: 569882 bytes, checksum: d3e152f940093fe0c5fc0ff7ba01cce8 (MD5) Previous issue date: 2013-10-24 / We chose the theme of this dissertation in order to point out the possible legal rules to be applied to international contracts of work, based on the sources of international, European Union and domestic law.Our choice is due to topicality and increasing labor relations at an international level, arising from the globalization of the economy and the formation of regional blocks, which allowed the movement of people across borders for the exercise of professional activities. We will approach the trajectory of international labor law and labor law in Brazil, an analysis of the principles that guide them to, then, move on to study the characteristics of international contracts of work and finally the international legal system regarding global, regional (European union and Mercosur) and Brazilian contexts, which can be used to resolve any disputes between employee and employer, when the relationship is made up of an international element / Escolhemos o tema desta dissertação com o objetivo de apontar as possíveis normas jurídicas a serem aplicadas aos contratos internacionais de trabalho, com base nas fontes de direito internacional, comunitário e interno. Nossa escolha se deve à atualidade do tema e o crescente aumento das relações de trabalho no âmbito internacional, oriundas da globalização da economia e da formação de blocos regionais, que possibilitaram a circulação de pessoas além das fronteiras para o exercício de atividades laborais. Faremos uma abordagem da trajetória do direito internacional do trabalho e do direito do trabalho brasileiro, uma análise dos princípios que os norteiam, para, então, passarmos a estudar as características dos contratos internacionais de trabalho e, finalmente, o sistema normativo internacional em âmbito global, regional (União Europeia e Mercosul) e brasileiro, que podem ser utilizados para dirimir eventuais controvérsias entre empregado e empregador, quando a relação é composta de um elemento de estraneidade