Legal regulation of employment and security against unemployment At the present time of economical recession many countries battle against high unemployment, which can contribute to many economical and social problems. The purpose of my thesis is to describe legal regulation of employment and security against unemployment in the Czech Republic. I focused on main parts of legal regulation and also thought over some institutes. When I came to the conclusion, that the legal regulation has some drawbacks, I suggested that an amendment should be passed. The thesis is composed of eight chapters. Chapter one defines unemployment and its kinds and elucidates, what full employment means, because it is the aim of legal regulation of employment in many countries. At the end of this chapter I sumarize developement of unemployment in Czech Republic from 1990 to present. Chapter two deals with right to work. I enumerate most important international documents, where right to work is regulated. Full employment was also soon mentioned as the basic aim of countries. Similar developement in Community law is described in part four. At the end of chapter is comparison between the right to work under Charter of Fundamental Rights and Freedoms and right to work under Employment Act. Chapter three deals with employment policy in...

Legal regulation of employment and security against unemployment in the Czech Republic The issues connected with unemployment deserve big amount of attention, because they can cause some serious problems in the society. This thesis is aimed to analyse legal regulation of employment and security against unemployment in the Czech Republic. Within the process of its creation I have also worked with various legal instruments and commented on their functionality. The thesis is composed of nine chapters. Chapter one characterises right to work and right to employment and explains the difference between these terms. In this chapter I have also widely dealt with international legal documents, which contain right to work. Chapter two focuses on unemployment, its kinds, rate and development over past few decades in the Czech Republic. I have emphasised the consequences of unemployment on individuals and society. Chapter three briefly summarizes conception and functions of labour law and then focuses on goals of state employment policy in the Czech Republic and entities, which participate in its execution. Chapter four deals with arrangement of employment by Labour office and labour agencies. It emphasizes obligations that applicant for a job has to fulfil to use this service. In this chapter I have also tried to...

Le contrat de travail est continu sur une longue période. Des conditions de travail du salarié peuvent être modifiées ou ajustées à tout moment pendant la durée d’une relation de travail en fonction de raisons diverses. La modification des conditions de travail, ou plus généralement encore, la modification de la relation de travail influence directement la vie privée et professionnelle du salarié et touche par conséquent en profondeur le salarié et l’employeur. La possibilité qu’un salarié puisse négocier son contrat de travail avec son employeur au moment de la conclusion du contrat, est en pratique faible. Il est donc nécessaire que le régime de la modification du contrat de travail garantisse que les conditions de travail convenues au moment de la conclusion du contrat de travail ne peuvent pas être modifiées unilatéralement par l’employeur indépendamment de l’avis du salarié. Les systèmes juridiques coréen et français reposent sur la force obligatoire du contrat de travail. Il est donc évident que le consentement du salarié est nécessaire pour modifier les conditions de travail du contrat de travail. Le régime de la modification de la relation de travail dépend de la limitation du pouvoir de l’employeur. En France, depuis 1996, a été introduit un système jurisprudentiel distinguant changement des conditions de travail et modification du contrat de travail. Avec l’évolution de la jurisprudence, le régime de la modification du contrat de travail se concentre sur le contrat de travail, il attache de la valeur à l’opinion du salarié en considérant le salarié comme une partie au contrat. En revanche, en Corée, la jurisprudence a mis l’accent sur l’interprétation de l’exercice du pouvoir de l’employeur en fonction de l’existence d’un motif raisonnable. Par ailleurs, à la différence de la France où le règlement intérieur a un domaine limité le règlement intérieur coréen joue un rôle similaire à celui d’un contrat de travail en pratique. À cet égard, si la modification du règlement intérieur est défavorable au salarié, le consentement du groupe de salariés doit être obtenu. Même si le consentement est exigé et même si le salarié a un droit de refus, le salarié qui refuse est toujours exposé au licenciement. Le concept de consentement du salarié est souvent trop fragile pour que l’on puisse se contenter de son existence et considérer qu’il s’agit d’une protection suffisante. Ainsi, il est nécessaire de rechercher la véritable volonté du salarié plutôt que de constater son consentement formel. La modification de la relation de travail ne doit pas être axée sur l’exercice de pouvoir de l’employeur, mais doit être interprété concrètement dans le contexte de l’évolution de l’environnement du travail et de la vie professionnelle du salarié. / The labour contract is continuous over a long period of time. The worker's working conditions could be modified or adjusted at any time during the duration of a labour relationship with various reasons. Changes in working conditions, or more generally, changes in the labour relationship directly affect the worker's private and professional life and therefore it has a profound impact on both the worker and the employer. The possibility that a worker could negotiate his labour contract with his employer at the time the contract is hard in practice. It is therefore necessary that the regime for amending the labour contract ensures that the working conditions agreed at the time of conclusion of the labour contract cannot be unilaterally modified by the employer regardless of the worker's opinion. The Korean and French legal systems are based on the binding power of a contract. It is therefore obvious that the worker's consent is required to modify the working conditions of the labour contract. The regime for modifying the labour relationship depends on limiting the employer's authority. In France, since 1996, a jurisprudential system has been introduced distinguishing between change of the working conditions and modify of the labour contract. With the evolution of precedent, the regime of modification of the labour contract focuses on the labour contract, it attaches value to the worker's opinion by considering the worker as a party to the contract. Whereas, in Korea, the precedent has focused on interpreting the exercise of employer authority on the basis of “reasonable cause”. Moreover, unlike France, where the regulation of employment has a limited scope, the Korean regulation of employment plays a similar role to that of a labour contract in practice. In this respect, if the amendment of the regulation of employment change unfavorable to the worker, the consent of the group of workers is required.Even if the consent of worker is demanded and even if the worker has a right of refusal about the suggestion of employer, the worker who refuses is still exposed to dismissal. The concept of the consent of worker is often too fragile to be satisfied with its existence. Also, it is difficult to assume that workers' consent is fully protected. Therefore, it is necessary to find method for reflect the worker's real intention. The change in the labour relationship must not be focused on the employer's exercise of authority, but must be interpreted concretely in the context of the changing work environment and the worker's professional life.