As the staffing agency business is rapidly growing and suffering from accidents resulting in higher sick leave than in other businesses, it is of great interest to analyze which responsibilities prevail between the customer companies and the staffing agencies, when it comes to working environment for hired staff. The purpose of this essay is to clarify the distribution of responsibilities between customer companies and staffing agencies, regarding working environment. I would also like to analyze which consequences this distribution of responsibilities may lead to. To be able to answer these questions, I have chosen to use the legal dogmatic method together with the sociology of law method. I have studied legal sources, literature and also interviewed three persons who are active within the staffing agency business; one person from the Swedish Work Environment Authority, one person from the employers’ side and one person from the employees’ side. The conclusion of my survey is that the SAM-responsibility is divided equally between staffing agencies and customer companies, since the customer company who hires staff is equated with an employer. The employer must also ensure that there is an organized work adaptation and rehabilitation function within the company. According to Working environment regulation, the employer is obliged to immediately report accidents or other harmful incidents to the Swedish Work Environment Authority. Apart from the SAM-responsibility the customer company must also ensure that the hired staff takes necessary protective actions, to be able to safely perform their work and also to give the hired staff access to common facilities under the same conditions as for the other employees.

Atkinson proposed a concept of ¡§flexible firm¡¨ in 1984, and distinguished workers into three parts: core workers, peripheral workers and external workers. In 1997, Handy considered that organization would be composed of core work team, temporary employees, and flexible workers in the future. Therefore, Work in the organization would be divided into two parts: core work and non-core work. Core workers are responsible for core work, and non-core work are outsourced or distributed to other contractors. Then, atypical employment rises and develops. The use of this kind of employment will become a trend, and companies can save money this way. The purposes of this thesis are: (1) to understand the situation of atypical employment in the Bureau of National Health Insurance (the NHI); (2) to find out the reasons of unionization for temporary workers in the NHI; (3) to understand the restraints on unionization of atypical employees; (4) to provide suggestion to government and government-run companies. According to the results of interviews and analysis, the reason that the NHI continues to employ temporary employees is to stabilize business. The NHI can continue to employ temporary employees since these temporary employees are not included into Labor Standards Law. Three reasons that temporary employees of the NHI can unionize are: (1) work time and worksites of temporary employees of the NHI are fixed; (2) insurance industries are covered by Labor Standards Law, and temporary employees of the NHI are included into Labor Standards Law; (3) organizational system of the NHI is a government-run financial and insurance organization, so it is not limited by the fourth clause of Labor Union Law.

Thesis (Doctoral)--Faculté de droit, Universit ́de Genève. / Includes bibliographical references (p. [565]-587).

Thesis (M.A.)--University of West Florida, 2006. / Title from title page of source document. Document formatted into pages; contains 108 pages. Includes bibliographical references.

Thesis advisor: Sarah Babb / How does the “World Factory” mediate between the rising labor cost and the intensive order fluctuation to maintain its production? While previous studies have focused on the politics of production at workplace and types of flexible employment to explain the effective control of workers and labor cost, this study argues that more attention needs to be paid to the intermediating power of labor market agencies, which has become the organizational forces for establishing informal and nonstandard employment relations. Based on two-month fieldwork at two labor staffing agencies in Shanghai and a yearlong track of changing labor prices in one of the agencies, this study finds that a flexible hiring system based on seasonal production has been established to maximize the adaptability of the manufacturing industry. This recruiting practice, through adjusting economic incentives and obscuring labor contracts, enables the market to relocate workers into different factories as production requires, thereby redistributing the total workforce under labor shortage. While workers consent to these arrangements because of high economic rewards, they also highlight doing temporary jobs as exercising control over their labor power, a strategic tool to detach themselves from the rigorous factory regime. / Thesis (MA) — Boston College, 2020. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Sociology.

published_or_final_version / abstract / toc / Japanese Studies / Master / Master of Philosophy

The purpose of this study was to investigate how temporary employment affects a work place and its employees and also, from a gender perspective, investigate how individuals relate to their insecure work situation. To achieve the purpose of the study, a qualitative approach was used, and the study is based on interviews with eight employees at a department store for consumer electronics. In order to understand and analyze the employees’ stories Guy Standing’s theory about the precariat and Raewyn Connell and Yvonne Hirdmans’ gender-theories were applied. The results of the study have shown that the current working conditions generate a high degree of insecurity and lack of control amongst the employees when it comes to future employment, work hours and income, which also affect the employees’ current and future personal life. The insecurity at the work place does furthermore cause high competition, disloyalty and absence of empathy amongst the workers, which weakens and challenges the norms that regulate human behavior. By, for example, stealing each other’s customers, the employees take measures to secure their position in the work place. Regarding the gender perspective the results have shown that both individuals who identify themselves as male and female feel insecure due to the work situation, but there are different, gender specified, ways to handle the insecurity. The individuals that identify themselves as male tend to handle the situation by for example highlight themselves and their work performance in order to maintain the superior position in the gender system, while it is characterizing for the femininity to be excessively self-critical.

Le secteur de l’intérim s’est fortement démocratisé ces dernières décennies et génère de nombreuses externalités négatives pour la société civile. En effet, l’intérim est source de vulnérabilité sociale pour les intérimaires, dans une société où les individus s'intègrent socialement à travers leur emploi. L’intérim contribue à la précarisation des conditions de vie et de travail, à la relégation et à l’exclusion sociale. Pour limiter ces dérives sociales et internaliser les problématiques sociétales, les entreprises de travail temporaire (ETT) sont incitées, à travers le reporting extra-financier, à s’engager dans une démarche RSE. Les ETT valorisent leur engagement à travers une communication sociétale volontaire, qui repose notamment sur la production d’un rapport RSE/Développement Durable. La communication sociétale véhicule les engagements pris par les ETT pour protéger les intérêts des intérimaires. Les objectifs de la communication sociétale sont multiples : améliorer l’image et la réputation, favoriser l’autorégulation des activités, permettre un accès continu aux ressources intérimaires, diminuer l’encadrement des activités par les pouvoirs publics, légitimer l’existence des ETT malgré ces externalités négatives, générer une attitude positive des parties prenantes, contribuer à la performance globale et diminuer les coûts cachés relatifs au turn-over du personnel. L’engagement RSE doit être déployé au sein des ETT et susciter l’adhésion collective des parties prenantes internes. Cependant, la littérature académique relative à l’engagement RSE dans le secteur de l’intérim relève un décalage entre la communication sociétale et les pratiques réelles des ETT. Par contraste, ce décalage provoque des effets inverses et génère une attitude négative des parties prenantes envers les ETT. Compte tenu de ces enjeux, le manque d’informations dans la littérature académique ainsi que l’absence d’études empiriques relatives au décalage entre la communication sociétale et les pratiques réelles des ETT nous ont conduits à formuler notre problématique de recherche générale. Nos travaux de recherche ont pour objectif d’apporter des contributions significatives dans ce domaine de recherche émergent. / The temporary employment sector has greatly democratized in recent decades and generates numerous negative externalities for civil society. Indeed, the temporary employment sector is a source of social vulnerability for the temporary workers, in a society where individuals are socially integrated through their jobs. The temporary employment sector contributes in the precarious of life and work conditions, relegation and social exclusion. To limit these social deviations and internalize societal issues, the temporary work companies (TWC) are encouraged, through extra-financial reporting, to engage in CSR. The TWC value their commitment through a voluntary social communication, which is based in particular on the production of a CSR/Sustainable Development report. The societal communication vehicle commitments by TWC to protect the temporary workers’s interests. The objectives of social communication are numerous : improve the image and the reputation, promote self-regulation activities, allowing continuous access to temporary resources, reduce supervision activities by public authorities, legitimize the existence of ETT despite these negative externalities, generate positive attitudes of stakeholders, contribute to the overall performance and reduce hidden costs due to the staff turnover. The CSR commitment must be deployed within the TWC and arouse the collective membership of the internal stakeholders. However, the academic literature on the CSR commitment in the temporary employment sector is a gap between social communication and the actual practices of TWC. In contrast, this gap causes the opposite effect and generates negative attitudes of stakeholders towards TWC. Given these challenges, the lack of information in the academic literature and the lack of empirical studies on the gap between social communication and the actual practices of TWC led us to formulate our overall research problem. Our research aim to make significant contributions in this emerging area of research.

<p> </p><p>Vi har kommit fram till att kontorets framgångsfaktorer ligger bl.a. i på vilket sätt personalen rekryteras, teamarbetet, företagskulturen samt att personalen delar med sina kompetenser och erfarenheter och bollar idéer med varandra. Att personalen rekryterar lämpliga konsulter på rätt arbetsplats är andra framgångsfaktorer enligt oss. Vi har utformat ett koncept i form av en stjärna till kontoret som ett bidrag till fortsatt utveckling. </p><p> </p><p> </p><p><p>Vi har kommit fram till att kontorets framgångsfaktorer ligger bl.a. i</p><p>på vilket sätt personalen rekryteras, teamarbetet, företagskulturen</p><p>samt att personalen delar med sina kompetenser och erfarenheter</p><p>och bollar idéer med varandra. Att personalen rekryterar lämpliga</p><p>konsulter på rätt arbetsplats är andra framgångsfaktorer enligt oss.</p><p>Vi har utformat ett koncept i form av en stjärna till kontoret som</p><p>ett bidrag till fortsatt utveckling. </p><p> </p><p><p><p> </p><p> </p></p></p></p> / <p>We came to the conclusion that the success factors are, the ways in which the staff got recruited, team work, the corporate culture and that staff share their skills and experiences and develop ideas with each other. According to us the main success factor rests on the fact that manpower is able to recruits suitable staff consultants to the right company. We have designed a concept in the form of a star to the office as a contribution for further development.</p>

Vi har kommit fram till att kontorets framgångsfaktorer ligger bl.a. i på vilket sätt personalen rekryteras, teamarbetet, företagskulturen samt att personalen delar med sina kompetenser och erfarenheter och bollar idéer med varandra. Att personalen rekryterar lämpliga konsulter på rätt arbetsplats är andra framgångsfaktorer enligt oss. Vi har utformat ett koncept i form av en stjärna till kontoret som ett bidrag till fortsatt utveckling.      Vi har kommit fram till att kontorets framgångsfaktorer ligger bl.a. i på vilket sätt personalen rekryteras, teamarbetet, företagskulturen samt att personalen delar med sina kompetenser och erfarenheter och bollar idéer med varandra. Att personalen rekryterar lämpliga konsulter på rätt arbetsplats är andra framgångsfaktorer enligt oss. Vi har utformat ett koncept i form av en stjärna till kontoret som ett bidrag till fortsatt utveckling. / We came to the conclusion that the success factors are, the ways in which the staff got recruited, team work, the corporate culture and that staff share their skills and experiences and develop ideas with each other. According to us the main success factor rests on the fact that manpower is able to recruits suitable staff consultants to the right company. We have designed a concept in the form of a star to the office as a contribution for further development.