The article provides for an analysis of the legal nature of Article 30 of the Charter of Fundamental Rights of the European Union, which declares "the right to protection against unjustified dismissal". In the focus of attention is the question, whether this right constitutes a human or a fundamental right or it is a right without the status of being fundamental or alternatively only a basic principle. The considerations are based on the legal theory of human rights and particularly social rights, as well as on the understanding of this right in the various international treaties and the constitutional traditions of the Member States. Furthermore, the article addresses the question of implementation of Article 30 in the national laws, scrutinizes the interpretation of Art. 51 Abs 1 of the Charter and highlights the deficiencies and possibilities. Also the image of this right mirrored in the European Union's law and the case law of the Court of Justice of the European Union is examined.

Made available in DSpace on 2016-04-26T20:21:49Z (GMT). No. of bitstreams: 1 Katia Albuquerque Ferreira Teixeira.pdf: 917889 bytes, checksum: a25366308db3d0ab9f94ed06a1c9721c (MD5) Previous issue date: 2013-06-19 / This work has the purpose to study the collective dismissal in Brazil and present guidelines for their regulation. Firstly, we conducted a historical study on the employment relationship protection; following it an assessment on how the collective dismissal occurs in Brazil to demonstrate its harmful effects due to the absence of specific legislation. Describes itself about the ways to solve conflicts in collective dismissal to defend that negotiation is the first and the best way to resolve them. Foreign legislation is also analysed and contributes to substantiate the general assumptions of the regulation proposal . In an evolutionary line, yet are presented summaries of the main trial between 2008 and 2009 that culminated in the premises fixed by the Labour Superior Tribunal (TST) to determinate the previous collective negotiation before the collective dismissal In the end, are presented the guidelines for the additional legislation that will regulate article 7, item I, of the Federal Constitution specifically as regards the collective dismissal and that will provide for the minimum elements for their achievement and discipline, procedures regarding consultation, information, or communications, in addition to deploying the necessary collective bargaining and delimit the consequences for noncompliance / Este trabalho tem por objeto estudar a dispensa coletiva no Brasil e apresentar diretrizes para a sua procedimentalização. Primeiramente, foi realizado um estudo histórico sobre a proteção da relação de emprego; na sequência, uma avaliação sobre como a dispensa coletiva ocorre no Brasil para demonstrar seus efeitos nefastos em função da ausência de legislação específica. Descreve-se sobre as formas de solução dos conflitos na dispensa coletiva para defender que a negociação é o primeiro e, o melhor meio, para resolvê-los. A legislação estrangeira também é analisada e contribui para fundamentar as premissas gerais da proposta de procedimentalização. Em uma linha evolutiva, são apresentados ainda os resumos dos principais julgados entre 2008 e 2009, que culminaram na premissa fixada pelo Tribunal Superior do Trabalho (TST) ao determinar a necessidade da negociação coletiva prévia para a dispensa coletiva. Ao final, são apresentadas as diretrizes para a legislação complementar que irá regulamentar o art. 7º, inciso I, da Constituição Federal especificamente no tocante à dispensa coletiva e irá dispor sobre os elementos mínimos para a sua realização e disciplina, os procedimentos a respeito de consulta, informações ou comunicações, além de implantar a necessária negociação coletiva prévia e delimitar as consequências pelo seu descumprimento

The purpose of this study was to examine the issues that principals face in making the decision or recommendation to bring about the involuntary separation of non-tenured teachers. I was concerned with identifying the emotions, feelings, conflicts, and misgivings that principals experience during this process. Related concerns were identified. They included the issues of principals using professionally ethical ways to encourage or coach teachers to resign prior to dismissal, dealing with "lame duck" teachers between notification and the end of the school year, and writing positive letters of recommendation for teachers they have decided not to renew. These questions were addressed through questionnaires and in-depth interviews with 18 principals from the state of Tennessee who had made recommendations to involuntarily separate non-tenured teachers from their school systems. Several themes emerged from the data and the following conclusions were reached: (1) teachers were not recommended for renewal primarily as a result of concerns about discipline, inappropriate behavior, and professionalism; (2) principals were generally able to frame their decisions in context with their vision for the school; (3) directors of school systems were generally supportive of principals making personnel decisions; (4) personnel decisions frequently involved political considerations; (5) these decisions caused stress, anxiety, and emotional concerns for the principals; (6) the state model for teacher evaluation was generally considered as being inconsequential while making personnel decisions; (7) few problems were encountered from "lame duck" teachers; (8) principals frequently encouraged teachers to resign prior to taking formal action to not renew them; (9) positive or benign letters of recommendation were frequently written for teachers who were not rehired; (10) a shortage of teachers has resulted in the hiring of non-renewed teachers by other school systems.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2013 / The coming into power of the democratic government played an important role in transforming South African labour law system. After the Labour Relations Act 66 of 1995 (LRA) was implemented on 11 November 1996, the old Labour Relations Act of 1956 was repealed. The law on retrenchment forms an integral part of law of dismissals. The South African labour market has in the past years been characterized by restructuring and consequently retrenchment of employees. In most cases, employer’s decisions to retrench were challenged by the employees and unions in courts. Section 189 of the LRA stipulates procedures to be followed by an employer when contemplating dismissal of one or more employees for reasons based on operational requirements. The employer does not only have to follow the procedures set out in section 189 to render dismissals for operational reasons fair, but there must also be a valid reason to dismiss. The courts have always not been willing to second-guess the employer’s decision to retrench provided that the decision is made in good faith.

<p>The purpose of this thesis is to broadly determine the influence of the Constitution on the South African labour environment and to do so from the perspective of the labour rights of workers who fall outside the ambit of the traditional common law contract of employment. An examination of the Constitution&rsquo / s influence will involve a consideration of various aspects including: (i) The evolution of the concept of employee and the contract of employment / (ii) The impact of the Constitution on South African labour relations and labour laws / (iii) The purposive interpretation of legislation / (iv) An outline of the &lsquo / Kylie&rsquo / CCMA ruling and Labour Court judgment / (v) The current legal position of prostitution in South Africa / (vi) The requirements for a meaningful transformation in the legal treatment of sex workers particularly as regards their entitlement to the protections afforded to vulnerable workers provided in the LRA.</p>

The purpose of the book of Acts is still not well understood. Various interpretations have been offered in order to make sense of the narrative and its author's intention. What is the point of Luke's second book in portraying the evangelization of the Roman Empire as a rabid confrontation between Jewish followers of Jesus and other Jewish people? This matter calls for an examination of the relationship between the mother religion and the Jesus movement as it expands into a universal religion. Luke portrays the Jesus movement as the focus of divine favor, in contradistinction to the Jewish nation which is presented as opposing the plan of God. Christians respond to persecution by declaring the opponents guilty of opposition to the very work of the Holy Spirit. This portrait of a troubled relationship has led to many confusing or misguided interpretations of the text. What are the implications of the apparent break of continuity between the Jesus movement and the Jewish people? Does the book of Acts give to Israel a place in the divine plan, or is this work an anti-Semitic polemic? This question is so complex that three schools of thought have arisen to attempt to reconcile the conflicting themes. These scholars recognize the friction between Christians and Jews, but debate the significance of the missing explicit repudiation of Israel. Two of these schools view God as continuing to work through the people of Israel, while the third proposes that God has repudiated Israel as the elect nation, replacing her with the Christian Church. This thesis proposes that there has been inadequate attention to the possibility that the narrative is imbedded with neglected Jewish themes, like Pentecost and the gift of Languages (Tongues). Several texts in the Hebrew Scriptures provide indications that Languages have specific implications to the Covenant with Israel, and her place in the plan of God. A deeper study of a first century understanding of these themes will produce substantial, new light on all of these questions.

The aim of this research is to investigate the implications of unfair dismissal within the boundaries of Omani labour law with particular relevance to the role of Shari’a. Shari’a itself does not provide a legal code, contract law, or a law of tort as yet but it does provide examples of applicable rules, supported with analogies, to deal with employment. The basic principles of forming a contract in Omani Commercial Law; English Law and Shari’a are similar; however, they differ in application. Likewise, the principles of the employment contract are similar with a few differences being seen in implementation; specifically with regards to unfair dismissal issues. This research used a qualitative approach that has enabled the generation and analysis of data from multiple sources including literature review, semi-structured interviews, court cases, Shari’a implied employment contract principles as found in the Qur’an, the Sunnah and relevant Islamic texts. The research shows that the main reasons for employee dismissal can be categorised into: poor performance, disobedience regarding the contractual rules and regulations, absenteeism, aggressive behaviour and an extreme critical attitude in the work-place. From the employee’s perspective, the main reasons for filing cases at Oman Courts were to seek justice, to obtain fair compensation or to highlight the moral values that form the Islamic code of practice. In contrast the employers considered seeking financial gain and revenge as the motivating factors for employees for filing court cases. There obviously is a mismatch to the reasons by each side and the key findings from this research suggest that there is a modest impact of the legal aspects of Shari’a on the Omani Law of Contract and the Employment Law though it is normally conceived by the public that Shari’a is the fundamental law that governs all aspects of muslim life. There needs to be an overwhelming expectation and requirement to develop procedures in the Omani Employment Law that expedite the process of dealing with dismissal cases and the propositions of establishing an arbitration committee may seem to be a way forward. In addition, the establishment of a Labour Court is paramount as at present the employment cases are heard in the Commercial Courts. This will align with the approach taken in the English system where the Employment Tribunals and the Employment Appeal Tribunal oversee cases and minimize delays in achieving justice. There is also a strong argument that there needs to be a review of Article 40/35/2003 that deals with employer rights to dismiss the worker without prior notice in order to establish a solid foundation for justice in the Sultanate of Oman. Unfair dismissal is a phenomenon that impacts on the employee, the employer, the employee’s wider family network and society. This study provides an in-depth understanding and insight into these impacts and into the capacity of Shari’a impact to address modern employment issues in relation to the labour laws and secular laws being used in Oman today.

Bei der Entlassung von Mitarbeitern sind Interessenkonflikte vorprogrammiert. Gut begründete Positionen stehen sich bei diesen folgenreichen Personalentscheidungen oft unversöhnlich gegenüber. In den letzten Jahren waren vermehrt Kündigungen aufgrund von Bagatelldelikten in den Medien präsent. So wurde einer Kassiererin fristlos gekündigt, weil sie zwei Pfandbons unterschlagen haben sollte. Angesichts der Finanz- und Wirtschaftskrise, in der Banken Milliarden fehlinvestierten die Bankmanager jedoch kaum zur Rechenschaft gezogen wurden, verstärkte sich der Eindruck unbotmäßiger Härte und Ungerechtigkeit. Aber ist dieser Eindruck gerechtfertigt? Unterschiedliche Urteile der Instanzgerichte zu Bagatellkündigungen zeigen, dass im Arbeitsrecht nicht abschließend geklärt ist, wie in solchen Bagatellkündigungsfällen verfahren werden soll. Zudem stellt die Rechtskonformität einer Kündigung ohnehin kein abschließendes Kriterium dafür dar, ob sie auch aus ethischer Sicht gut ist. Das Ziel der Arbeit ist daher die Frage zu beantworten, wie Bagatellkündigungen moralisch zu bewerten sind. Ethisch relevante Aspekte werden zur Unterstützung von Personalentscheidungen in der Praxis identifiziert. Zunächst werden als Überblick die Ergebnisse einer Medienrecherche zu den Bagatellkündigungen dargestellt. Im ersten Untersuchungsschritt wird gefragt, warum eine Kündigung als Auflösung einer privaten Vertragsbeziehung rechtfertigungsbedürftig ist. An Praxisbeispielen wird dargestellt, welche Regelungen zum Kündigungsschutz bestehen und wie diese durch die Spezifika der Arbeitsbeziehung anhand ethischer Aspekte begründet werden. Bezugnehmend auf die Stakeholder-Sicht auf Wirtschaftsunternehmen und Überlegungen der Agenturtheorie wird gezeigt, dass die Beziehung im Arbeitskontext Spezifika aufweist, die übergebührliche Rechte und Pflichten begründen und auch in der psychologischen impliziten Vertragsbeziehung ihren Ausdruck finden. Es wird gezeigt, dass sich – insbesondere bei langjährigen Vertragsverhältnissen – ein prima-facie-Recht der Arbeitnehmer nicht gekündigt zu werden begründen lässt. Dieses Recht liegt im Status der Arbeitnehmer als rationalen moralfähigen Personen mit Anspruch auf Achtung ihrer Würde begründet. Aus der Personenhaftigkeit der Mitarbeiter entspringt der legitime Anspruch, rationale Gründe für Entscheidungen, welche sie betreffen, genannt zu bekommen. Es wird argumentiert, ein Arbeitgeber dürfe die Arbeitsbeziehung nur aufkündigen, wenn es hierfür objektiv gute Gründe gibt – ein grundsätzlicher Kündigungsschutz ist also nicht nur rechtlich sondern auch moralisch geboten. Daher schließt sich die Frage an, ob das Bagatelldelikt als Vertragspflichtverletzung ein guter objektiver Grund ist, welcher eine Kündigung rechtfertigt. Von Seiten der Kündigungsbefürworter wird argumentiert, das Vertrauensverhältnis sei durch die Tat zerstört. Daher wird geprüft, ob der Vertrauensverlust aufgrund des Bagatelldiebstahls ein guter Grund für die Kündigung ist. Ob das Bagatelldelikt als objektiver Grund für den Vertrauensverlust gewertet werden kann, hängt nun davon ab, ob der Mitarbeiter das Vertrauen tatsächlich missbraucht hat. Daraus folgt, dass sich die moralische Bewertung des Delikts an Prinzipien orientiert, die auch im Strafrecht gelten (Schuldprinzip, Unschuldsvermutung, Rechtsprinzips, Ultima-Ratio-Prinzip). Das Ergebnis der Untersuchung ist: Bagatelldelikte können aufgrund ihrer Spezifika anhand dieser gültigen Prinzipien schwerlich als objektiver Grund angesehen werden, der eine fristlose Kündigung ohne vorherige Abmahnung rechtfertigt. Abschließend wird gezeigt, dass auch die vermeintliche präventive Wirkung der Kündigung nicht als guter Kündigungsgrund gelten kann. Mit spezialpräventiven Gründen kann die Kündigung ebenso wenig wie mit positiver als auch negativer generalpräventiver Wirkungen begründet werden. Insbesondere stellt eine Kündigung aus generalpräventiven Zwecken eine illegitime Instrumentalisierung des Mitarbeiters als Person dar. Zwar können Kündigungen bei Bagatelldelikten durchaus nicht nur arbeitsrechtlich, sondern auch moralisch gerechtfertigt sein. Aufgrund der Spezifika der Bagatelldelikte und der Vertrauenskündigung ist die fristlose Kündigung in den meisten vorliegenden Fällen aus ethischer Sicht aber nicht akzeptabel. Hohe Anforderungen an die Objektivität des Vertrauensverlustes, der als Kündigungsgrund dienen soll, sind aufgrund der schwächeren Machtposition der Mitarbeiter notwendig und klug im Sinne der Wahrung des betrieblichen und gesellschaftlichen Friedens. Es wird daher für ein grundsätzliches Abmahnungsgebot bei Bagatelldiebstählen plädiert, welche weitergehend durch eine Wertgrenze definiert werden können. Weitere Maßnahmen, mit denen man missbräuchlichen Bagatelldeliktkündigungen vorbeugen oder auf Bagatelldelikte reagieren kann werden im Ausblick genannt. / When employees are dismissed, conflicts of interest are almost inevitable. In these cases of momentous personnel decisions, well-founded points of view are often inexpiably confronted. In recent years, dismissals due to minor offences were increasingly mediatised. A cashier for example was dismissed without previous notice, because she had supposedly embezzled two deposit receipts. Given the financial and economic crisis, where banks misplaced Billions whilst bank managers were rarely held accountable, the impression of insubordinate rigour and injustice was reinforced. But is this impression justified? Different judgments of the lower courts regarding the dismissals have shown that employment legislation does not clearly state how to proceed in cases of dismissals on grounds of petty offence. In addition and in any case, the legal conformity of a dismissal does not constitute a final criterion for whether it is good from an ethical point of view. The aim of this paper is to answer the question of how to morally evaluate dismissals on grounds of petty offence. It identifies ethically relevant aspects, which provide assistance when addressing responsible decision-making in personnel matters in practice. First, the results of a media research concerning dismissals on grounds of petty offence are displayed, in order to give the reader an overview of the different cases and the arguments of the opponents, the courts and the professionals. Then, in the first step of analyzing, the paper deals with the question of why a termination, when seen as the cancellation of a private contractual relationship, is in need of justification at all. Examples taken from practice illustrate the existing regulations concerning dismissal protection and how these are justified by the specifications of the work relationship based on ethical aspects. Also referring to the stakeholder view of business companies and the considerations of the agency dilemma, the paper shows that relationships in business contexts are specific, which justifies supererogatory rights and duties and which is also reflected in the psychological and implicit contractual relationship. The paper furthermore demonstrates that a prima facie right of employees not to be terminated can be justified, in particular in long-term contractual relationships. This right originates in the employees’ status as rational, conscious persons, with their entitlement to have their dignity respected. From the fact that they are persons emanates the legitimate claim of the employees to be told rational reasons for decisions that affect them. It is argued that an employer may terminate the employment relationship only if there are objectively good reasons for this - a fundamental protection against dismissal is therefore not only legally but also morally necessary. This leads to the question whether petty offence as a breach of contract is a good objective reason to justify a dismissal. Dismissal proponents argue that the mutual trust is destroyed by the act. It is therefore necessary to check whether the loss of mutual trust due to the petty theft is a good reason for a dismissal. Whether the petty offence can be seen as an objective reason for the loss of mutual trust now depends on whether the employee has actually abused the trust. Consequently, the moral evaluation of the offence is based on principles that also apply in criminal law (nulla poene sine culpa, presumption of innocence, legal principle, ultima ratio principle). The result of the investigation is that due to their specifications based on these valid principles, petty offences can hardly be considered an objective reason justifying a dismissal without prior warning. Finally, the paper shows that the alleged preventive effect of the dismissal cannot be a legitimate argument for a good cause of dismissal. The dismissal can neither be justified by special-preventive reasons nor by having positive and negative general preventive effects. In particular, a dismissal as means of general preventive purposes constitutes an illegitimate instrumental use of the employee as a person. Although a dismissal due to minor offences may well not only be justified legally, but also morally, the termination without notice is unacceptable from an ethical point of view in most present cases, due to the specificities of the petty offences and the lost in trust. On the grounds of respecting the peace within companies and society and because of the weaker position of employees, it is necessary and wise to stick to high exigencies towards the objectivity of the loss of trust, which will serve as grounds for dismissal. The paper therefore argues for a generalization of written warnings in cases of petty thefts, which can be further defined by a maximum amount. Other possible measures which may prevent abusive dismissals for petty offences or be a response to minor offences are dealt with in the prospect part.

<p>The purpose of this thesis is to broadly determine the influence of the Constitution on the South African labour environment and to do so from the perspective of the labour rights of workers who fall outside the ambit of the traditional common law contract of employment. An examination of the Constitution&rsquo / s influence will involve a consideration of various aspects including: (i) The evolution of the concept of employee and the contract of employment / (ii) The impact of the Constitution on South African labour relations and labour laws / (iii) The purposive interpretation of legislation / (iv) An outline of the &lsquo / Kylie&rsquo / CCMA ruling and Labour Court judgment / (v) The current legal position of prostitution in South Africa / (vi) The requirements for a meaningful transformation in the legal treatment of sex workers particularly as regards their entitlement to the protections afforded to vulnerable workers provided in the LRA.</p>

Work plays a dominant role in modern society. It is through work that the economic well being of any society is sustained. Workers who perform various tasks contribute to the well being of society as well as to their betterment as individuals. Thus paid employment has assumed a prominent role in modern society. It is an incentive on individuals to contribute to socio-economic welfare, while their needs and aspirations as individuals are also satisfied. But for an orderly society to exist, there has to be a subjection of some members of society by others, a division between those who have the social mandate (express or tacit) to exercise power for and on behalf of others. Thus work relations comprise those who exercise managerial power(employers) and those subject to managerial power (employees). In broader political relations, the task of social management is performed by the state. However those exercising managerial functions do not have unfettered discretion. Power should be exercised within acceptable social limits and be used to achieve realistic social goals. Thus it has been felt that the laws should always ensure that the incumbents of governmental power do not exceed the scope of their power or abuse it. Hence the process of judicial review. This gives the courts the power to review the decisions of administrative authorities in order to protect individual citizens who might be adversely affected by bad administrative decisions. This analogy has been applied in employment relations in order to protect individual employees against arbitrary dismissal by employers. It has been held that an employee cannot be dismissed without a valid reason and in compliance with a fair procedure. The question asked here is whether this is sufficient to ensure substantive employment protection. Is judicial review really effective in employment relations? It is observed that judicial review in labour law has many limitations as compared to the administrative law context. First, it comes face to face with the problem of the public/private law distinction, which holds the employment relationship to be fundamentally a private relationship between the employer and employee. This complicates the application of public law remedies in supposedly private relations, where the parties are assumed to have freedom of contract. The second problem involves the debate as to whether the state should impose many restrictions on the modern corporation or there should be minimal state intervention to allow the corporation to function in accordance with the labour market demands and economic necessity. It is concluded that the law of unfair dismissal has consequently been put in a dilemma. While the need has been perceived to curb the arbitrary use of managerial power by employers, substantive employment protection can hardly be guaranteed. The problem seems to be that of striking the balance between the interests of employees, employers and society at large. / Thesis (LL.M.)-University of Natal, Pietermaritzburg, 1995.