The labor costs and risk of law of industrial disputes in China will groundswell with the Labor Contract Law of the PRC which has been enforced on January 1st, 2008. After enforcing the law, the increasing costs such as severance pay, financial compensation fee, the earnest of staffing placement will be estimated; at present, the Taiwanese businessmen in Shanghai had estimated the labor costs of each employee will increase 50%. However, the invisible costs, impeding management, such as the employer¡¦s command will be negotiated from only hold in employers becomes on equal terms with employees, the employers perhaps turn to relative press, even operate the working time, time off arrangement, insurance and so on. All of these will increase difficulties on human resource management. The research attempts to analyze the Labor Contract Law of the PRC, evaluates strategies of legislation from reflecting background of draft to processing of adoption, and compares differences between the new and old Labor Contract Law of the PRC, especially the Taiwanese businessmen common usage logic of Labor Law to treat the relationship between employers and employees, all of these questions should be in new evaluation standards by legislation of the Labor Contract Law of the PRC. The research collected books, articles, literatures and practical opinions in recently years to compare and analyze the Labor Contract Law of the PRC, Labor Contract Law of R.O.C and Labor Contract Law in each Country. Otherwise, analyzing three traditional industries by ¡§Analytic Hierarchy Process¡¨ and the Pearl River Delta in Dongguan as an object practically to interview the directors of Taiwanese businessmen in department of human resource arrangement and realizes their opinions and defenses after executing the Labor Contract Law of the PRC. The results of research shows after executing the new Labor Contract Law, not only makes sure the setting procedure of the Collective Contract and emphasizes the efficacy of the Collective Contract and relationship with Labor Contract Law, but also firstly provides regulation for the regional and industrial Collective Contract and exclusively Collective Contract in Law. The regulation asserts and completes the Collective Contract system, and be more important consorting with relationship between employers and employees. It is the front burner that department of human resource arrangement should re-inspect whether the Labor Contract Law legal or not to avoid suddenly complication and compensation.

Made available in DSpace on 2016-04-26T20:23:57Z (GMT). No. of bitstreams: 1 Cleber Regian Paganelli.pdf: 1278812 bytes, checksum: cb7354985e297d63bafa31b40f2d14b8 (MD5) Previous issue date: 2015-10-20 / Labor Law and Social Security Law currently represent two autonomous fields of Legal Science, and encompass the idea of protection for the working person, especially the employee under a work contract. Labor Law is responsible for protecting labor rights, whereas Social Security Law includes a significant number of provisions, represented by benefits and services available to the employee whenever he/she is faced with the contingencies which this field of law seeks to cover. The ultimate goal of this study is to analyze the impact of social security benefits on the individual work contract. To this end, we provide a brief overview of labor concepts, especially those regarding the work contract itself. Next, we present a few established social security laws in order to allow for a better comprehension of that which is the essence of this paper, that is, the theoretical and practical implications of social security benefits of Regime Geral de Previdência Social (General Social Security System and Special Social Security) RGPS on the work contract. Among all the benefits currently provided by the RGPS, we have not touched on the issue of pension benefit due to death, neither that of the reclusion aid, as they both involve benefits for the dependents of the insured individual, and therefore do not require debates regarding work contracts. Finally, we were able to establish that the social security benefits have a greater or lesser impact on the work contract, depending on each specific benefit, as they guard against different social risks / Direito do Trabalho e Direito Previdenciário representam na atualidade dois ramos autônomos da Ciência Jurídica, e encerram a ideia de proteção à pessoa que trabalha, em especial àquele trabalhador submetido a um contrato de trabalho subordinado. O Direito do Trabalho é responsável pela garantia de direitos trabalhistas, ao passo que o Direito Previdenciário contém um rol expressivo prestações, representadas por benefícios e serviços que estão à disposição do empregado quando este estiver sujeito às contingências que este ramo do direito objetiva amparar. O propósito último desse estudo é analisar o reflexo dos benefícios previdenciários no contrato individual de trabalho. Para tanto, fez-se uma breve exposição de conceitos trabalhistas, sobretudo no que diz respeito ao próprio contrato de trabalho. Em seguida foram descritos alguns institutos do Direito Previdenciário, a fim de permitir uma melhor compressão daquilo que é a essência dessa obra, qual seja, as implicações teóricas e práticas dos benefícios previdenciários do Regime Geral de Previdência Social RGPS no contrato de trabalho. De todos os benefícios que atualmente o RGPS dispõe, não se tratou acerca da pensão por morte, nem tampouco do auxílio-reclusão, por serem benefícios destinados aos dependentes do segurado e, portanto, não demandam debates frente ao contrato de trabalho. Ao final, foi possível constatar que os benefícios previdenciários impactam em maior ou menor medida no contrato de trabalho, a depender de cada benefício em específico, haja vista que tutelam riscos sociais distintos

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2016-08-09T13:04:46Z No. of bitstreams: 1 Victor Hugo Nazário Stuchi.pdf: 1288041 bytes, checksum: e3103842d23072739353efa9cd465503 (MD5) / Made available in DSpace on 2016-08-09T13:04:46Z (GMT). No. of bitstreams: 1 Victor Hugo Nazário Stuchi.pdf: 1288041 bytes, checksum: e3103842d23072739353efa9cd465503 (MD5) Previous issue date: 2016-03-30 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The choice of the theme of this doctoral thesis - Applicability and Effectiveness of International Labor Contracts by Autonomy of the Will - arose from the conviction that employment relations have become increasingly internationalized and freedom of choice been proven effective for the solution of conflicts. To this end, it analyzed the private international law, through a brief historical foreshortening, general notions and the sources of this branch of law. In addition, it sought to verify the main elements of the Single Contract of Work, by definition, description, morphology and characteristics. The conclusion was the analysis of the International Working Agreement with the analysis of the connection elements of international standards, particularly the Convention of Rome and Mexico and the defense of the principle of freedom of choice as a connecting element of the Working International Contracts / A escolha do tema da presente tese de doutorado – A Aplicabilidade e a Eficácia Dos Contratos Internacionais de Trabalho pela Autonomia da Vontade – surgiu a partir da convicção de que as relações de emprego têm cada vez mais se internacionalizado e a autonomia da vontade se mostrado eficaz para a solução dos conflitos. Para tanto, analisou-se o Direito Internacional Privado, por meio de um breve escorço histórico, as noções gerais e as fontes desse ramo do Direito. Ademais, buscou-se verificar os principais elementos do Contrato Individual de Trabalho, através da definição, denominação, morfologia e características. A conclusão foi a análise do Contrato Internacional de Trabalho, com a análise dos elementos de conexão, das normas internacionais, em especial as Convenções de Roma e do México e a defesa do princípio da autonomia da vontade como elemento de conexão dos Contratos Internacionais de Trabalho

La prostitution est une activité exercée par de nombreuses personnes prostituées afin de pouvoir subvenir à leurs besoins, comme c'est le cas pour toutes les personnes exerçant une activité professionnelle. Cette activité qui est imposable comme les autres activités professionnelles, n'est pas reconnue comme une profession. Malgré la reconnaissance de l'existence d'une prostitution volontaire, le législateur français ne permet pas aux personnes prostituées de conclure un contrat de travail ou d'entreprise relatif à la prostitution. Cependant, ces contrats leurs permettraient de bénéficier des régimes de protection sociale de la population active, donc d'améliorer leurs conditions de vie, car la santé des personnes prostituées est mise en péril par la nature de leur activité. L'étude des éléments constitutifs du contrat de prostitution, permet de constater que si l'évolution des mentalités s'accompagnait d'une réforme des textes relataifs aux actes liés à la prostitution, la conclusion de ces contrats serait envisageable. / Prostitution is an activity exercised by many people, in order to meet their needs, as it is for any person exercising any professional activity. Although this activity is taxable, as for any other work, it is not recognized as a profession. Despite the recognition of volunteer prostitution, French law does not allow prostitutes to conclude a work or buisness contract relative to prostitution. However, this type of contract waould allow them to enjoy the benefits of general social protection programs, and therefore to improve their life conditions, as the health of prostitutes is somehow endangered by the inner nature of this activity. The study of the components of the prostitution contract shows that, if the change the attidudes was accompagnied by a reform of laws relating to acts associated with prostitution, then the conclusion of these contracts would be possible.

The main aim of this thesis is to analyze variations and adjustments under FIDIC contractual conditions, especially in relation to the private law limits of the Czech legal order. The goal of this analysis is to answer the question whether variations as a special contractual institute are permissible and validly applicable in the framework of construction projects realized in the Czech Republic. The thesis is clearly divided into five main chapters, which are systematically structured from the general introduction to basic issues through the main analysis of variations and adjustments to specific examples of their use in practice. The first and the second chapters briefly present the FIDIC organization and its issued sample contractual conditions, with a brief discussion of most of the sample books. The contractual conditions are also set in the context of Czech law, where emphasis is placed on distinguishing the business terms from FIDIC contractual conditions. In this chapter, the examples of use of the individual sample books in the Czech Republic are also mentioned. In the third chapter, the institute of variations and adjustments according to individual sample books is analyzed in detail. With the exception of the general description of the variation process, the thesis is focused on a...

Darbe nagrinėjami apsaugos nuo nepagrįsto atleidimo iš darbo klausimai. Tema nėra nauja, tačiau nepakankamai išsamiai nagrinėta. Apsaugos nuo nepagrįsto atleidimo iš darbo analizei teisinėje literatūroje skiriamas nepakankamas dėmesys. Siekiant įrodyti iškeltą hipotezę, kad Lietuvos teisės aktai, reglamentuojantys apsaugą nuo nepagrįsto atleidimo iš darbo, atitinka tarptautinius standartus, analizuojamos tarptautinės ir nacionalinės apsaugos nuo nepagrįsto atleidimo iš darbo teisės normos. / There are researched questions of protection from unjustified dismissal in this work. This theme is not new, but it is not properly studied. There is given too little attention for analysis of protection from unjustified dismissal in law literature. In pursuance of hypothesis, that Lithuanian law, which regulate protection from unjustified dismissal, are parallel to international standards; there are analyzed international and national law standards for protection from unjustified dismissal. In the first part of work there is analyzed conception of unjustified dismissal, which is consolidated in International Law Organization, Europe Union as international regional organization and national law acts. After accomplishing of law analysis of standard acts it is concluded, that there is not given definition of unjustified dismissal in the researched international and national law acts. Legitimacy of dismissal is related with criteria of important reasons. In the second part of work there is discussed and by comparative aspect analyzed measures of protection from unjustified dismissal, which are consolidated in international and Europe Union member states national law acts. In the third part generalised the practice of Lithuanian Highest Court in cases of unjustified dismissal. There is given the interpretation of Labour Code of Lithuanian law standards by Lithuanian Highest Court, because judiciary practice is promoting application of fair and equal law standards. Also reviewing... [to full text]

The goal of this thesis was to discover the size of using contracts for work and contracts for services outside main job contract. Contracts for work, which is considered as a second, but only half-time, job when employee can work up half of the work hours i.e. up to 20 hours per week. Contracts for services is mostly closed for a short term work. in this thesis I chose a 15 companies in Benešov to find out which contracts these companies uses more. If it's contract for work or contracts for servises.

Les modes amiables de rupture du contrat de travail sont en plein essor. Même si la rupture amiable de la relation contractuelle, issue de l’article 1134 du Code civil, est reconnue depuis plusieurs décennies, son manque d’appréhension par la législation sociale en limite l’usage alors même que son efficacité, en ce qui concerne les contrats de travail à durée déterminée et le contrat d’apprentissage, n’a plus à être prouvée. Le regain actuel que connait ce type de rupture résulte de la création d’un nouvel acte par la loi de modernisation du marché du travail du 25 juin 2008. La rupture conventionnelle, voulue comme un acte permettant d’assurer la sécurité de la cessation relationnelle, a redonné confiance, aux employeurs et salariés, en l’utilisation du consensualisme lors de résiliation du contrat qu’ils ont créé. Ainsi, sans véritablement remettre en cause l’existence de la rupture issue du droit commun, la rupture conventionnelle semble être l’acte le plus à même de mettre fin à l’hégémonie des actes unilatéraux de rupture / The ways to break a work contract amicably are booming . Even if the amicable break of the contractual relationship , from Article 1134 of the civil code , has been recognized for several decades , its lack of real understanding and use by the social legislation limits its use , even though its effectiveness,regarding the fixed period employment contracts and the training contract does not need to be proven any more ! The current revival of this way to break a contract comes from the creation of a new act : the 25 th june 2008 modernization of the labour market law . The conventional breach, supposed to be an act which permits to reinforce the safety of the relational breach has boosted the confidence of employers as well as employees, when the use of consualism , they had created, has to be broken .So, without really putting into question the breach itself the origin of which being the common law, the conventional breaking is the most likely act to put an end to the hegemony of unilateral acts of breach

Le sportif professionnel employé par une entreprise sportive est aujourd’hui généralement considéré comme un véritable salarié, titulaire de tous les droits et débiteur de toutes les obligations découlant de l’existence d’un contrat de travail. Pendant longtemps, la qualification de contrat de travail a pourtant paru incongrue, en raison de l’originalité de l’environnement normatif propre au domaine sportif.Il est vrai que la situation juridique du sportif salarié est empreinte d’une grande originalité : les transferts et les prêts de joueurs entre clubs, la mise à disposition d’un sportif auprès d’une fédération et l’exploitation commerciale de l’image d’un sportif posent des problèmes qui sont parfois très éloignés des préoccupations classiques du droit du travail.Les apparences sont pourtant trompeuses. Le sportif professionnel est avant tout un salarié, placé dans une situation certes spécifique, mais qui justifie l’application du droit du travail. Le contrat de travail du sportif professionnel est soumis aux exigences du droit : seule une prise en compte des données sportives permet de les adapter.Ces particularités de la relation de travail sportive méritent d’être étudiées, car les questions relatives à la formation, l’exécution et la rupture du contrat de travail du sportif professionnel supposent des réponses adaptées à ses conditions d’emploi. / The professional sportsperson who is employed by a sporting firm is generally considered nowadays as a bona fide worker, legally entitled to all of his or her rights and debtor of all the obligations entailed from the existence of a work contract. Yet for a long time the term ‘work contract’ seemed incongruous, given the originality and the normative environment pertaining specifically to the sportsperson.Indeed the legal situation of the wage-earning sportsperson (that is to say all his or her rights and obligations) is very specific; the issue of the transfers and loans of players between clubs, that of the provisioning of an athlete to a federation or of the commercial exploitation of a sportsperson’s image can be far removed from the standard issues of labour law.Appearances are however deceiving. The professional sportsperson is first and foremost a worker, admittedly one who is in a specific situation, but one for whom the application of labour law is justified, except in the case of more favourable conditions. A professional sportsperson’s work contract is subject to the requirements of state law; only when sporting data is taken into account can these requirements be adapted.These specificities in the sporting work relationship deserve to be studied, for the issues concerning training, the implementation and the breach of a sportsperson work contract require answers that are adapted to his or her employment conditions.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-12-17T11:52:56Z No. of bitstreams: 1 Maria Ivone Fortunato Laraia.pdf: 1689216 bytes, checksum: bb1aff1784125d849eedf26f1a503a17 (MD5) / Made available in DSpace on 2018-12-17T11:52:56Z (GMT). No. of bitstreams: 1 Maria Ivone Fortunato Laraia.pdf: 1689216 bytes, checksum: bb1aff1784125d849eedf26f1a503a17 (MD5) Previous issue date: 2018-12-03 / The intermittent labor contract, provided for in the text of article 452-A of the Consolidation of Labor Laws, a mechanism added by labor reform (Law 13467/17), is a contract in which the rendering of service, with subordination, is not continuous, with periods of actual work and inactivity, and can be determined by hour, day or month of work and without a fixed journey. It was conceived to be one of the solutions found for the serious Brazilian economic crisis, since it aims to create jobs, modernize labor laws and increase the competitiveness of Brazilian companies, facing the demands of contemporary capitalism. The intermittent contract, as it was instituted, breaks with the logic of the standard employment bond and contributes to the precariousness of the employment relations, since it allows the use of labor in a discontinuous way; authorizes the payment of salaries lower than the minimum constitutionally guaranteed; violates the principles of human dignity and the social value of work, improves the social status of the worker and offends the right to paid annual leave, at least one third more than the normal salary of the worker, rendering building a free, fair and supportive society, with the eradication of poverty and the reduction of social inequalities, thus failing to promote the welfare of all. This paper presents a proposal for a bill, inspired by Portuguese and Italian legislation, in order to enable the intermittent employee to carry out fundamental social rights, especially human dignity / O contrato de trabalho intermitente, previsto no texto do artigo 452-A da Consolidação das Leis do Trabalho, dispositivo acrescido pela reforma trabalhista (Lei 13.467/2017), é um contrato em que a prestação de serviço, com subordinação, não é contínua, havendo períodos de efetivo trabalho e de inatividade, podendo ser determinado por hora, dia ou mês de trabalho e sem uma jornada fixa. Foi concebido para ser uma das soluções encontradas para a grave crise econômica brasileira, pois objetiva a criação de empregos, modernização das leis trabalhistas e o aumento da competitividade das empresas brasileiras, diante das exigências do capitalismo contemporâneo. O contrato intermitente, da forma como foi instituído, rompe com a lógica do vínculo de emprego padrão e contribui para a precarização das relações de emprego, pois permite a utilização da mão de obra de forma descontínua; autoriza o pagamento de salários inferiores ao mínimo constitucionalmente assegurado; viola os princípios da dignidade humana e do valor social do trabalho, da melhoria da condição social do trabalhador e ofende o direito do gozo de férias anuais remuneradas, com, pelo menos, um terço a mais do que o salário normal do trabalhador, inviabilizando a construção de uma sociedade livre, justa e solidária, com erradicação da pobreza e redução das desigualdades sociais, deixando, assim, de promover obem de todos. Neste trabalho, apresenta-se uma proposta de projeto de lei, inspirada nalegislação portuguesa e na italiana, com a finalidade de possibilitar ao empregado intermitente a efetivação dos direitos fundamentais sociais, especialmente a dignidade humana