Thesis (Ph. D.)--University of Missouri-Columbia, 2006. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (March 2, 2007) Vita. Includes bibliographical references.

This diploma thesis deals with the problematics of the contractual freedom and the protection of employees in labour law relations and the concept of flexicurity which seeks to find balance between these two opposing notions. Its main objective is to evaluate the applicable Czech legislation regulating formation and termination of an employment relationship from the view of flexicurity, including by proposing possible changes of legal instruments within the framework of reflections de lege ferenda. The first part characterizes the contemporary Czech labour law legislation and the concept of flexicurity, followed by its reflection into the Czech Labour Code. This part concludes with an introduction of successful flexicurity models. The following part analyses both development and understanding of flexicurity at European level with the focus on impacts of EU strategy for the Member States. The key parts of this thesis are parts number three and four which deal with the legislation regulating formation and termination of the employment relationship in the Czech Republic. In these parts, relevant legal instruments are first defined and then evaluated with respect to their flexibility and security. The third part defines the course of formation of the employment relationship, particularly on the basis...

The theme of this thesis is the protection of the eployees upon termination of the employment. The aim is to comprehensively assess the current legislation of termination of empoyment, with regard to the degree of protection that is provided to employees. It deals with the protection of employees, their position but also the claims related to the termination of the employment relationship. This thesis is dividend into five chapters, the first of which relates to the functions of labor law with an emphasis on the function of protection as a core function of labor law. With regard to weaker position of the employee to the employer, it is clear that labor law generally tries to balance this inequality or in some way eliminate it in order to provide the highest level of security. The second charter presents the core of this thesis and deals with the varoius types of termination of employment. It contains their assessement in relation to ensure adequate protection of employees but also the positives and negatives of legislation including possible aplication problems that are occured in practice. The emphasis is placed primarily on the termination of the employment relationship in view of the fact that the need to ensure a sufficient level of protection of employees in this unilateral termination method...

Personal data protection is a very today's topic, which affects every aspect of our public life. With the increasing amount of data one shares in connection to social relationships, there is also an increasing interference in one's private life. Therefore there is an increasing probability that these personal data can be misused. The aim of this essay is to point out the importance of this topic and to explain, how this issue is referred to from the legal point of view. Further and even more to this matter, it will show how the rule of law translates into everyday situations. Based on the factual life experiences, this assignment should serve as a basic guide of helpful advice and suggestions, which one should to a point observe.

The Land Bank of Taiwan, which has been through a number of financial reforms in the last few years, was chosen as research object for this study. First, it was promoted from provincial bank to state-operated bank due to the governmental organizational reform, and then was prepared to transfer its ownership from a state-owned bank to a privately owned one. However, due to recent financial crisis, the privatization process was forced to stop. This research used three different qualitative methods, including participant observation, in-depth interviews, and focused group interview, for triangulation in order to obtain objectivity. Through the three unique qualitative methods, the researcher was able to collect valuable qualitative data from a wide variety of different dimensions such as bank managers, bank employees and customers. Major research findings include the followings. First, state owned banking system is proved to be capable of stabilizing financial unrest in this global financial turmoil and local credit card debt issues. Second, state owned banks provide better protection over their employees and customers than their privately owned counterparts. Third, the overall performance of stat owned banking system is shown to outperform those privately owned ones. To conclude, some suggestions and policy implications are raised based upon the research findings.

Personality and personal data protection in employment law relationships This dissertation deals with the topic of personality and personal data protection in employment law relationships. This is a very topical subject, as the development of information technology has made it easier for employers to infringe on their employees' privacy. Today, the widespread use of information technology and the related process automation in the workplace makes it easy to monitor employee performance, to track when an employee takes a break and how long it lasts, to monitor how the employee cooperates with other employees, and how the employee uses entrusted resources. Apart from that, a new regulation on personal data protection has also recently contributed to the popularity of the topic: the adoption of the General Data Protection Regulation (GDPR). Although this regulation does not bring many new legal rules compared to the previous legislation, it severely and significantly toughens the penalties for violating the rules. This dissertation is divided into 4 parts. The first part deals with the legal framework and legal sources of the analysed topic and further describes the general basis for examining the personality protection, including privacy protection, and the protection of personal data, which is...

Darbuotojų apsauga darbdavio nemokumo atveju viena iš šiuo metu Lietuvoje aktualiausių ne tik įmonės bankroto teisės, bet ir darbo teisės instituto problemų. Bankrutuojančių ir bankrutavusių įmonių skaičius kiekvienais metais išlieka aukštas, o pastaruoju metu ėmė didėti. Didėja ir darbuotojų, su kuriais įmonės iš dalies arba visiškai neatsiskaitė skaičius. Tarptautiniai, Europos Sąjungos standartai jau yra numatę darbuotojų teisių apsaugos darbdavio nemokumo atveju būdus, pagrindiniai būdai išskiriami du: teikiant privilegiją ir įsteigiant garantinę instituciją, iš kurių darbuotojų reikalavimų gynimas per garantinę instituciją yra efektyviausias. Tuo tarpu mišri sistema derinant tiek privilegijos, tiek garantinės institucijos būdą, sudaro palankiausias sąlygas darbuotojų teisėtiems interesams apsaugoti. Lietuva taip pat teisės aktais įgyvendinusi palankiausią darbuotojų apsaugos modelį darbdavio nemokumo atveju, t.y. įtvirtindama tiek darbuotojų reikalavimų tenkinimą pirmąja eile bankroto proceso metu, tiek reikalavimų tenkinimą iš Garantinio fondo lėšų. Įmonių bankrotų gausa bei nepakankamas darbuotojų teisių užtikrinimas jas ginant teisme, pasinaudojimas Lietuvos ratifikuotais TDO standartais, bei Europos Sąjungos Direktyvų įgyvendinimas šioje darbuotojų teisių apsaugos srityje lėmė Garantinio fondo įkūrimą. Tik įkurtas Garantinis fondas neišsprendė visų įsiskolinimų įmonių darbuotojams, darbuotojų reikalavimai buvo tenkinami pažeidžiant tarptautinius standartus. Tačiau... [toliau žr. visą tekstą] / The list of the enterprises which are bankrupt or facing bankruptcy is getting longer and longer. Guarantees assured to employees in the event of insolvency of the employer form one of the most urgent themes in Lithuania both for the corporate bankruptcy law institute and for the labour law institute. Insolvency of the employer produces the greatest negative impact on employees: the employer fails to settle payments with the employees or at times settlements are not executed at all. Law stipulates quite a few guarantees to employees. International standards and European Union directives provide protection of employees in the event of the insolvency of their employer. There are two key institutions defending the interest of employees, i.e.: the court, with which the employee may lodge a claim on demands and guarantee funds, which would meet the minimum demands of employees targeted against insolvent employers. The ILO and EU requirements have been interpreted and implemented in myriad ways. Most developed countries use a hybrid system that gives workers’ predetermined entitlements some priority in bankruptcy, but also provides unemployment insurance in acknowledgement that the remaining assets are often insufficient to cover outstanding entitlements. Lithuania has also accepted aforementioned Bankruptcy Priority - Guarantee Fund Approach model. However, at the beginning Guarantee Fund Law has some shortcomings why it does not act ant the Guarantee Fund was not possible at... [to full text]

In my diploma thesis I focused on the issue of protection of employees at the employer's insolvency. The aim of this thesis is to assess the appropriate proces through which will be satisfied the wage claims of employees. For this purpose, the work define terms related to the issue as an employee, employer, insolvency, wage claims with regard to their definition contained in Act No. 118/2000 Coll., on protection of employees in the event of employer's insolvency. In the second part of the diploma thesis I focused on proceedings conducted by the Labour Office. Finally, I analyzed findings on satisfaction of wage claims of employee. Powered by TCPDF (www.tcpdf.org)

Transfer of Undertakings Abstract This thesis elaborates on the transfer of undertakings safeguarding employees, rooted in the European legislation in the Council Directive 77/187/EEC of 19 February 1977, replaced by the Council Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses. Firstly, the European legislation on the transfer of undertakings is briefly analyzed, including its historical transposition into the Czech legal system and an analysis of its interpretation in the case-law of the Court of Justice of the European Union. The analysis of this legislation focuses in particular on the general nature of this institute of transfer of undertakings and on its basic pillars, such as the automaticity of the transfer, the economic unit preserving its identity, the preservation of working conditions and others. The next part of the thesis analyses the Czech regulation anchored in Act No. 262/2006 Coll., the Labour Code, as amended until 29 July 2020, which is gradually compared with the regulation at the European level, highlighting the fundamental differences caused by the somewhat loose transposition of the European regulation...

Le salarié était destiné à devenir un citoyen dans l’entreprise. Titulaire de droits fondamentaux opposables aux pouvoirs étatiques dans la cité, il semblait normal qu’il puisse aussi les exercer devant la puissance patronale. Ces garanties sont en effet intrinsèques à tout être humain, universelles et inaliénables. Sous l’effet hiérarchique des instruments prééminents qui les consacrent, les droits et libertés se sont introduits au sein de la relation d’emploi. La nullité des normes du droit du travail qui sont incompatibles sera déclarée. La hiérarchisation des sources en droit du travail le réclame. Ces droits et libertés sont formulés en termes généraux et abstraits, ce qui augure mal de leur usage immédiat dans le monde du travail. L’activité interprétative du juge apparaît indispensable. Dans sa quête du sens des libertés dans le travail, la méthode contextuelle qu’il privilégie débouche sur une aporie. Elle l’incite à prendre en considération l’ensemble du contexte normatif de la relation d’emploi. Les sources propres au droit du travail dictent ainsi le contenu des droits de la personne et posent des conditions à leur exercice en milieu de travail. Elles justifient également de nombreuses restrictions, voire suppressions, apportées par l’employeur. Les mutations subies par la liberté d’expression et le droit à la vie privée des salariés confirment l’effet réducteur de la relation d’emploi sur les protections offertes par la Charte québécoise. Cette façon de juger renverse la pyramide des normes juridiques. Le noyau intangible de ces garanties est affaibli, car les libertés du travailleur ne possèdent plus la même signification que celles des autres citoyens. Des violations se multiplient sous le regard complice du juge, du fait que les intérêts purement privés de l’entreprise, axés sur la productivité et le profit, reçoivent une légitimité avérée. Le rapport de force et les pouvoirs de la figure patronale se fortifient par l’entremise du contentieux des droits fondamentaux en emploi. Le contrôle exercé par l’autorité patronale s’étend parfois jusque dans la vie personnelle du travailleur et compromet la jouissance des libertés hors du travail. Salarié dans l’entreprise, l’individu le demeure désormais dans la cité. S’impose alors la recherche d’un cadre d’analyse plus respectueux de la cohérence du système juridique et favorisant l’épanouissement des droits et libertés du travailleur. Les statuts de salarié et de personne humaine pourront enfin être réconciliés. / Citizenship in the workplace was destined to become a reality. As a holder of fundamental rights against state powers in society, it seemed normal that the employee could also oppose them to employers’ powers, as these guarantees are inherent to all human beings, universal and inalienable. Statutes granting a preponderance to human rights and freedoms have definitively contributed to their introduction into the employment relationship. Therefore, provisions of labour legislation or workplace rules that are inconsistent with human rights will be declared null and void. The hierarchy of sources of labour law requires it. Rights and freedoms are stated in abstract and general terms, which makes it difficult to apply them instantly in the labour sphere. Judicial interpretation appears necessary to clarify what individual freedoms mean in the workplace. However, a contextual interpretation leads to aporia. This approach encourages the decision-maker to consider the whole normative context of the employment relationship. Specific sources of labour law dictate the content of human rights and set conditions to their exercise by the salaried person. They also justify many restrictions, or even deletions, imposed by the employer. The significant changes in the scope of workers’ freedom of speech and right to privacy confirm that the employment relationship has a reductive effect on the protections offered by the Quebec Charter. This kind of reasoning inverts the hierarchical structure of the legal system. The core of human rights and freedoms is weakened. It no longer has the same meaning for workers as for other citizens. Moreover, the unchallenged legitimacy of business interests, motivated by the increase of productivity and profit, multiplies violations of the workers’ fundamental rights. The employer’s prerogatives and management rights are strengthened through the human rights case law in the field of employment. In some instances, the employer’s control can extend into the employee’s personal life and thus compromise the enjoyment of freedom beyond work. The employee status now follows the individual into his civil life. The search for an analytical framework that is more respectful of the coherence of the legal system and which fully ensures the protection and the development of human rights and freedoms at work is essential. The status of worker and of human being will finally be reconciled.