In many instances, the South African Constitution is been seen as the most advanced constitutions in the world. Section 196(4)(f)(ii) of the Constitution has made provision for the Public Service Commission(PSC) to investigate grievances of employees in the Public Services and furthermore to recommend appropriate remedies. However, there is a contradiction when implementing these procedures, as the PSC tends to follow their own set of guidelines with regard to the relevant procedures to be followed when dealing with grievances. Due to this, the public servant [s] rights are been under minded and they seem to lose all confidence and faith with the system. The individual have the potential of resolving the differences that exist amongst them, if it is based on the honest and transparent manner. As mentioned above, even though it is the duty of the PSC to implement the proper grievance procedure at work, its fairness and objectivity will be tested and discuss further in detail in this research. However, in the South African Police Services, due to the nature of their protocol which emphasised on the seniority dominated by rank structure, creates an environment of inequality. Meaning that junior officers are not encourage to challenge their superior on the hostile treatment as it will be viewed as a lack of discipline on the part of the junior officer. The grievance procedure therefore, serves as the formal vehicle which the union will encourage the employee to follow in seeking for justice against unfair treatment. In most case the employee are sceptical to file a grievance against their seniors, for fear of victimization, however, this might worsen the situation if it was not brought to the attention of the management. On many occasions the employees have rather taken a decision to resign due to pressure from the management. In terms of section 186(1)(e) of the Labour Relations Act, continued employment are made intolerable if the discontent experience by the employees becomes more and more imminent in the work environment. In a situation where the continued employment has become intolerable, the employee can claim constructive dismissal. This research looks at the different ways which the courts arrive at, when deciding on cases from the South African legal system, in order to determine which tests to apply when dealing with constructive dismissal.

Author compares Labour Law in aspect of an Employment Contract (entering into a Contract and Contract realization) of five Member States: the Lithuanian Republic, the United Kingdom, the Italy Republic, the Poland Republic and the Hungary Republic; also identifice the correspondence of 5 Member States Labour Law in aspect of an Employment Contract to the requirements of the EU Member States Law. Information could be helpfull for students, experts of Labour Law and Laymen.

In the light of a massive migratory movement who in 2015 resulted in more than 160 000 asylum applications in Sweden, a need for a good integration arises, which is partly linked to employment and an open labor market for everyone. The aim of this study is to investigate an employer's right to set language requirement when recruiting and what consequences this may cause for people who do not have Swedish as their native language. In order to achieve the purpose of the study, a jurisprudential method is primarily used with elements of the EU legal method. There is also a social scientific method in the study to illustrate the consequences of the language requirement. The investigation shows that an employer may set language requirement when recruiting if there is a legitimate purpose and the means used are appropriate and necessary to achieve the purpose of the language requirement, otherwise this could result in indirect discrimination on grounds of ethnicity. The conclusion shows that the law is vague regarding the application of the language requirement and an employer can easily get around the legislation with convenient arguments used in court. Two future scenarios in the analysis also shows that the impact of language requirement could lead to ethnic systematic discrimination in cases of glibly using. It can also have the opposite effect in terms of strengthening integration in the workplace and in society in cases of restrictively using.

No description available.

Debatten om sjukskrivningar och ohälsan i landet är något som ständigt rapporteras om i media. Olika lösningar för hur man ska gå tillväga med att få de som är sjuka tillbaka till arbete, samt hur man ska göra för att förebygga ohälsan på arbetsplatserna. Syftet med mitt arbete är beskriva hur rehabiliteringsprocessen ser ut utifrån det regelverk som vi har idag. Samtidigt ger jag en viss tillbakablick för att kunna utreda rehabiliteringsprocessen. Jag har i mitt arbete valt att utgå från att den som är sjukskriven har anställning, vilket leder till att huvudaktörerna i mitt arbete är Arbetsgivaren, arbetstagaren och Försäkringskassan.   Försäkringskassan är den aktören som har det övergripande ansvaret i att samordna och utöva tillsyn över rehabiliteringsprocessen. Det innebär att det är Försäkringskassan som ska vara spindeln i nätet som får alla trådar att strålar samman i syfte att utforma den bästa planen för den sjukskrivne att återgå till arbete. Samtidigt har försäkringskassan ansvar i att göra bedömning av arbetstagaren efter vissa tidsramar för att pröva om de kan utföra någon form av arbete.   Arbetsgivaren är den aktör som har huvudansvaret vad gäller rehabilitering på den egna arbetsplatsen. Jag har beskrivit vad som gäller både i förebyggande syfte samt vilket ansvar som arbetsgivaren har när personen väl är sjukskriven, och vilka rättigheter samt skyldigheter arbetsgivaren har. Allt från att skaffa hjälpmedel, omplacering och sista alternativet, nämligen avsluta anställningen.   Arbetstagaren är den person som alltid ska stå i fokus i rehabiliteringsprocessen. Hon eller han har vissa skyldigheter att lämna uppgifter till försäkringskassan och att aktivt delta i de program som man gemensamt genom en rehabiliteringsplan har satt upp.   Rehabiliteringsprocessen är en tidsbegränsad process där målet är att den som är sjuk ska kunna återgå till arbete och försörja sig själv. Den rättliga resan börjar här.

<p>Missbruk av alkohol utgör ett stort problem i dagens samhälle. Inom arbetslivet är personer som missbrukar alkohol ett problem för såväl arbetsgivare som arbetskamrater. I denna uppsats har vi, från ett arbetsrättsligt perspektiv, undersökt under vilka omständigheter en arbetsgivare har saklig grund att säga upp en arbetstagare som missbrukar alkohol.</p><p>Enligt rådande anställningsskyddslagstiftning måste en arbetsgivare ha saklig grund för att säga upp en arbetstagare. Vid prövning av huruvida en uppsägning är sakligt grundad skall en samlad bedömning av olika omständigheter i fallet göras, där en intresseavvägning mellan parterna ingår.</p><p>Sjukdom skall i regel inte kunna utgöra saklig grund för uppsägning. Detta kommer av det förstärkta anställningsskydd som tillkommer en sjuk arbetstagare, det förstärkta anställningsskyddet innebär att arbetstagarens misskötsamhet skall ställas i förhållande till hans sjukdom. Om arbetstagaren däremot inte kan utföra något arbete av någon betydelse och sjukdomsprognosen är dålig samt om arbetsgivaren har fullgjort sitt omplacerings- och rehabiliteringsansvar, kan detta ligga till grund för en uppsägning.</p> / <p>Abuse of alcohol is a large problem in today’s society. In the sphere of the working life, a person who abuses alcohol is a problem for employers as well as for employees. In this essay, from a labor law point of view, the possibilities for an employer to terminate an alcohol abusing employee are analyzed. The main question the employer ought to answer is; when has an employee’s abuse of alcohol led to such trouble for the employer that it is inadequate to let the employment remain?</p><p>According to existing labor law an employer needs valid reasons for terminating an employment. When inquiring whether a termination is of valid reasons or not, a complete judgement of different circumstances in the case should be done, where the different parties interests are weighted against each other.</p><p>Sickness should in general not constitute valid reasons for terminating an employment. This comes with the strengthen employment security that is due to a sick employee, the strengthen employment security that belongs to a sick employee makes his or hers neglect to work a problem that has to be put in relation to his or hers sickness. However, if the employee is no longer capable of doing any work of importance for the employer, the prognosis of the sickness is bad. Then if the employer has completed his transfer- and rehabilitation responsibilities, this can be sufficient reasons for a termination of the employment.</p>

The aim of my thesis is to explain the meaning of the expression "non- competition clause" and to analyse its legal regulation in Czech labour law. The reason why I chose this topic is that non-competition clause is a very dynamic subject with a lot of changes in a historical point of view as you can see above. First of all, non-competition clause is an instrument of labour law which protects an employer against the abuse of the company's confidential information, knowledge and other know-how by the employee. According to the Czech legislation, non- competition clause means a voluntary agreement between employer and employee whose purpose is to protect employer's interests by reducing employee's job opportunities which would have a competitive character to the employer after the determination of an employment with the employee. There are several conditions need to be achieved in order to conclude a valid non- competition clause. For example, this contract needs to be agreed in writing. Secondly, the non-competition clause may be valid for only a certain period of time, not exceeding one year. Moreover, an employer is obliged to pay the employee some kind of a financial compensation every month. The amount of this compensation needs to be at least one average monthly salary of the employee. This...

The main theme of this thesis is bullying in labour-law relations which is called more precisely mobbing. There has always occurred some kind of psychological violence in the society, but mobbing is assumed to be relatively a new phenomenon. Features like constant pressure on job performance, increasing unemployment and the whole pace of modern life, they all cause the more frequent tendency of mobbing. First, the important terminology related to the theme is explained. This explanation is necessary for the content of next parts of the thesis. It is the definition of labour-law relations with their division, subjects, basic principles, content, origin and extinction. Next, there are definitions of known and also less usual terms related to bullying in the text, problems of relationship between terms bullying and mobbing included. Next parts of the thesis are oriented to causes, phases, methods and consequences of mobbing. Then, the text is concentrated on legislation of protection against mobbing. The most important regulation in this field of law is undoubtedly the anti- discrimination act which with Civil Code provides means of private-law protection against discrimination and defence against bullying. Control activities of Labour inspection authority and possible protection provided by Penal Code are...

title: Collective redundancies key words: labour law collective redundancies consultation This study focus on collective redundancies. In the first part is analysed legal regulation in Czechoslovakia in 30ies of the 20 century. Then it was considered as an easy and cheap solution for current issue of high unemployment and economic crisis with small impact on state budget. The analysis of legal regulation is based on archive sources and standard law interpretation methods. The legislation process is also discussed. Strong positon of the state is characteristic of first republic regulation. The public authority could even ban collective redundancy. In the second part the analysis is aimed at the development of European law regulation of collective redundancies. The context of its genesis is explained. The legislative process of all three Directives is described in detail. The study highlights the purpose of the law regulation. Afterwards the analysis focuses on interpretation of Directive 98/59/EC based on Court of Justice of the European Union case law. The basic definition of collective redundancy, all legal persons, and consultation procedure is examined gradually. The position of public authority within the consultation procedure is addressed. Finally critical review is made of all Directive...

The purpose of this thesis is to analyse not only the general topic of the europeanisation but also the topic of the legal europeanisation as such. This thesis is divided into eight parts. Chapter I provides a general introduction of the europeanisation and it also sets down the goals of this thesis. Chapter II aims at the general overview of the labour law. Chapter III deals with the European Union and the European law. This chapter is divided into two subchapters. The first subchapter goes in mainly for the development of the European Union. This is followed by the second subchapter dealing with the development of the labour law in the European Union. European labour law has been developing long time and can be divided into three time lines. Chapter IV engages with the topic of the europeanisation. Firstly, the terminology is reconciled and afterwards it continues with the europeanisation in common sense. Also some definitions and opinions from authors dealing with the Europeanisation are taken into consideration and pointed out. Then, the legal europeanisation introduction come after with regard to reasons which lead the member states of the European Union to harmonize their own legal order or which tools are used to harmonize the legal orders. The following Chapter V targets the europeanisation...