The Internal Labor Regulations is a rule law that could be created by the employer. In that sense, its position in the system of sources is residual because it can not contravene the government rules nor the collective agreement content. However, case law has considered it many times to assess the validity of a dismissal or the existence of an employment relationship. This article seeks to review these issues and to assess the validity of the rule that regulates it (Supreme Decree 39-91-TR). / El Reglamento Interno de Trabajo es una norma que puede ser creada por el empleador. En ese sentido, su posición en el sistema de fuentes es residual dado que no puede contravenir el contenido de las normas heterónomas, ni tampoco al convenio colectivo. Sin embargo, la jurisprudencia lo ha considerado muchas veces para evaluar la validéz de un despido o la existencia de una relación laboral. El presente artículo busca repasar esos temas, así como evaluar la vigencia de la norma que lo regula (Decreto Supremo 39-91-TR).

La thèse propose de mesurer le rôle et la place que le droit accorde aujourd’hui à la volonté du salarié dans le rapport de travail. Elle cherche aussi, dans un même temps, à identifier, à l’aune de l’observation de certaines évolutions, un affermissement de sa prise en compte. Une telle démarche exige de dépasser le constat, classiquement posé, de l’état de subordination du salarié et de la protection impérative et collective dont il fait l’objet. La volonté, telle que définie par l’auteur, suppose, en effet, un domaine d’exercice reconnu et protégé par le droit, par le biais de prérogatives et droits individuels dont le salarié est titulaire et qui lui confèrent une certaine liberté, une faculté de choix, un pouvoir d’agir au sein du rapport de travail. Pour investir les figures volontaires du salarié, dans leur diversité et leur spécificité, l’approche est menée au regard successivement de la dimension contractuelle et de la relation de pouvoir de l’employeur contenues dans le rapport d’emploi. Le diagnostic qui est posé, mêlant étroitement faveur et suspicion, valorisation et protection de la volonté du salarié, laisse néanmoins apparaître une prise en compte plus systématique et plus radicale de cette volonté. L’orientation, ainsi engagée par le droit positif, est susceptible d’annoncer, non la fin du salariat, mais au contraire une forme de renaissance. / The thesis offers to measure the role and place which law reserves for the employee’s will in labour relations. It also tries, at the same time, to identify, through the observation of certain evolutions, that the employee’s will is being more clearly taken into account. This approach necessarily goes beyond the observation generally made of the degree of the employee’s subordination and of the necessary and collective protection from which he benefits. The will, as defined by the author, supposes, as a matter of fact, a recognized field of application protected by the law through prerogatives and individual rights held by the employee which give him/her a certain degree of freedom, the ability to choose and the power to act within the labour relations. In order to cover the diversified and specific forms of voluntary action by the employee, our approach is led with regard to firstly the contractual dimension and secondly the degree by which the employer’s power affects the job relationship. The diagnostic made, which mixes closely favour and suspicion, valorization and protection of the employee’s will, shows nevertheless that this will is more systematically and radically taken into account. The orientation, engendered by positive law, is likely to announce not the end of the salaried status but on the contrary some sort of renaissance.

L'intérêt de l’entreprise est une notion incontournable suscitant de vifs débats doctrinaux. Qu’est-ce que l’intérêt de l’entreprise ? Comment est-il appréhendé par les acteurs du droit ? Quel est son périmètre d’application ? Telles sont les questions auxquelles tente de répondre l’étude. Riche d’enseignements, l’approche doctrinale ne permet pas d’aboutir à un consensus. Pure création de la jurisprudence, la notion est employée afin de contrôler les décisions et les comportements des parties à la relation de travail. Bien que la référence à l’intérêt de l’entreprise soit explicite en ce qui concerne le fondement ou les conditions d’exercice du pouvoir patronal, elle permet aussi d’encadrer le comportement et les décisions prises par le salarié. L’ensemble des acteurs concourant au fonctionnement de l’entreprise doit ainsi agir dans le sens de cet intérêt. À cet égard, l’appréhension de la notion se veut plurielle et fonctionnelle. L’adhésion des salariés, ainsi que des représentants du personnel au projet entrepreneurial suppose leur participation à la prise de décision. Malgré les réformes successives, il faut reconnaître que la participation des salariés à la gestion de l’entreprise demeure très limitée. Cela devrait sans doute évoluer avec l’émergence du concept RSE qui, au-delà d’apparaître comme un nouveau mode de régulation des rapports de travail, tend à promouvoir une responsabilisation des acteurs. L’évolution des rapports sociaux, induit par l’internationalisation des échanges, nécessite des réajustements. L'objectif est alors de parvenir à maintenir un équilibre entre la protection des salariés et de leur emploi et la pérennisation des entreprises. / The company’s interest is an important concept sparking lively doctrinal debate. What is the company’s interest ? Plenty of lessons, doctrinal approach do not lead to a consensus of un unified definition. Pure creation from the case law, the concept is used to control the decisions and behavior of the parties concerning to the employment relationship. Though the reference to the interest of the company is explicit regarding to the foundation or the conditions of exercise of the employer’s power, it helps neverthelessly to regulate behavior and decisions made by the employee. All actors contributing to the operation of the company must act in consistency with the "company’s interest". In this regard, the apprehension of this concept goes to be plural and functional. Membership of employees, as well as staff representatives entrepreneurial project implemented in the interest of the business require their participation in decision making. Despite of the successive reforms in this direction, we must recognize that the participation of employees in the management of the company remains very limited. This should probably change with the emergence of the concept of social corporate responsibility which is a new way of regulating of labor relations, tending to promote stakeholder accountability through enhanced participation. The evolution of social relations, induced by the world trade globalization having an impact on the structure of the company, requires necessary adjustments in the labor law. The aim is to achieve a balance between the protection of employees and their jobs and the sustainability of the company’s development.

Il potere di controllare l’attività dei lavoratori subordinati è da sempre una manifestazione ineliminabile della posizione giuridica del datore di lavoro. Nella misura in cui risulta necessario alla corretta esecuzione del contratto, l’assoggettamento del lavoratore al controllo datoriale costituisce una componente essenziale del rapporto di cui all’art. 2094 c.c., contribuendo a definire la nozione stessa di subordinazione. Proprio per questa ragione, una precisa ricognizione dei limiti posti dall’ordinamento ai controlli dell’imprenditore assume fondamentale importanza, onde scongiurare il rischio che la relazione che si instaura nei luoghi di lavoro divenga occasione di condizionamenti della libertà del lavoratore, incompatibili con i principi su cui si fonda una società democratica. Prendendo le mosse da tali considerazioni, l’opera analizza il quadro normativo sul potere di controllo del datore di lavoro, concentrandosi soprattutto sulle regole sancite dallo Statuto dei lavoratori e sulla più recente disciplina di protezione dei dati personali. Nei quattro capitoli lungo i quali si articola, la riflessione viene svolta con sguardo rivolto sia ai tradizionali problemi della materia sia alle nuove sfide sollevate dall’innovazione tecnologica. / The power to control the activity of workers has always been an ineradicable manifestation of the employer’s legal position. To the extent that it is necessary for the correct performance of the contract, the subjection of the worker to the employer control is an essential element of the relationship referred to in Article 2094 of the Italian Civil Code and plays a crucial role in the definition of subordination. For this reason, an accurate recognition of the legal limits on the entrepreneur’s controls is important to avoid the risk that the employment relationship becomes an occasion for conditioning workers’ freedom in a way that is incompatible with the principles of a democratic society. Based on these considerations, the study analyzes the regulatory framework on the employer’s power to control workers, focusing mostly on the rules laid down by Legge no. 300/1970 (Statuto dei lavoratori) and on the recent Personal Data Protection Regulation. The reflection, which is organized around four chapters, is carried out with an eye on both traditional problems related to this topic and new challenges raised by technological innovation.