Made available in DSpace on 2016-04-26T20:22:17Z (GMT). No. of bitstreams: 1 Andre Luis Torres Pessoa.pdf: 647487 bytes, checksum: 5d3cea3c95b2a945e820afbf61bbeaef (MD5) Previous issue date: 2013-10-24 / This dissertation addresses the application of good faith and its obligations within an individual work contract. The dissertation starts off by bringing the concept of good faith, its characterization and history as a general rule, as well as showing its development and integration into Brazilian law. After this, the study brings forth the functions of the good faith objective, including the creation of obligations by bringing an analysis of the most common ones within this specialized doctrine. What follows is a study of the application of these duties to the standards within labor law and the duties of the parties in a labor contract, which is shown through a provision analysis of obligations in the Brazilian Labor Code, subsequently, showing the consequences arising from any violation of the contract when there is failure by the parties to abide to the concepts of good faith and the obligations that follow it / A presente dissertação aborda a aplicação dos deveres anexos da boa-fé objetiva ao contrato individual de trabalho. Inicia trazendo o conceito de boa-fé, a sua caracterização como cláusula geral e o seu histórico, demonstrando o seu desenvolvimento e a sua inserção no direito brasileiro. Após isso, traz um estudo sobre as funções da boa-fé objetiva, dentre elas a de criação de deveres anexos, trazendo uma análise acerca daqueles mais comuns na doutrina especializada. Segue estudando a aplicação destes deveres anexos às normas do Direito do Trabalho e as obrigações geradas às partes do contrato de trabalho, evidenciando a análise da previsão dos deveres anexos na CLT e, posteriormente, avaliando as consequências oriundas da violação positiva do contrato, quando da inobservância dos deveres anexos da boa-fé objetiva pelos contratantes

The new Public Procurement Law introduces the Dispute Boards as a new settlement ofdisputes and contestations during the contractual execution of the work phase. The present article works, in the first place, the framework of public procurement and the controversies that are originated in the matter. Then, it will expose the development of the Dispute Boards in other countried and their characteristics. Finally, it concludes identifying the type of Dispute Boards that is being adopted in Peruvian law, showing his vantages and disadvantages. / La nueva Ley de Contrataciones del Estado, Ley N° 30225, incorpora la Junta de Resolución de Disputas, como un nuevo mecanismo de resolución de conflictos durante la fase de ejecución contractual de obras.En el artículo se desarrolla, en primer lugar, el marco de las contrataciones del Estado y las controversias que se originan en el mismo. Posteriormente, se expone el desarrollo de los Dispute Boards internacionalmente y sus características, y se concluye identificando el tipo de Dispute Boards adoptado en la legislación peruana, exponiendo sus fortalezas y debilidades.

Made available in DSpace on 2010-04-20T20:48:37Z (GMT). No. of bitstreams: 3 Tese - Executivos Flexiveis - Han Na Kim _versao final_.pdf.jpg: 11855 bytes, checksum: 8e1230528825685a249e8f1b4c01672c (MD5) Tese - Executivos Flexiveis - Han Na Kim _versao final_.pdf: 2657200 bytes, checksum: 07ab33b69865629c484841e71002bad0 (MD5) Tese - Executivos Flexiveis - Han Na Kim _versao final_.pdf.txt: 837487 bytes, checksum: 96150fccc857040313702003dedf5fdb (MD5) Previous issue date: 2008-02-26T00:00:00Z / Quando observamos o mundo do trabalho atual, percebemos que, há um movimento em direção à maior flexibilidade, tanto em relação aos empregados formais quanto aos trabalhadores que passam a atuar por meio de formas flexíveis de contrato de trabalho. O contrato de emprego flexível refere-se àquele que não segue o modelo formal de contrato de trabalho, regido por CLT (Consolidação das Leis do Trabalho), e, vem sendo estudado ultimamente como um resultado das mudanças na organização do trabalho, em geral, associado à busca por trabalhadores mais produtivos e de menor custo. Devido à amplitude dos fenômenos envolvidos nestas transformações, delimitamos o tema e o público a ser estudado: adotando a idéia de construção social da realidade, de Berger e Luckmann (1966/2002), analisamos os processos de “migração” de 30 executivos, residentes no município de São Paulo, ex-empregados de grandes corporações, que tiveram experiências em cargos de gerência média e alta em organizações nacionais e multinacionais, e, que atualmente, trabalham no mercado sob regime de contratos flexíveis. Para nosso estudo, entendemos os executivos como trabalhadores formais que ocupam posições de alta e média gerência na hierarquia organizacional e detêm posições de poder e prestígio. Assim, o objetivo deste estudo é descrever o sentido atribuído por executivos, ao processo de “migração” para formas mais flexíveis de trabalho e à nova realidade vivida no trabalho. A pesquisa segue uma abordagem qualitativa, utilizando-se de entrevista em profundidade semi-estruturada, para a coleta de dados; para a análise das entrevistas realizadas, usamos, como base, as idéias de práticas discursivas e produção de sentidos, de Spink e Medrado (1999/2004). A abordagem construcionista permitiu verificar que os executivos em trabalhos flexíveis possuem alto nível de autoconfiança, uma visão missionária sobre o seu trabalho, e diversos motivos diferentes para a “migração”. Por meio de seus relatos, pode-se observar as estratégias para a sobrevivência e obtenção de sucesso como um trabalhador flexível; a percepções dos entrevistados sobre o mercado brasileiro; a mudança de relacionamento com os clientes, a família e a rede de contatos. Apesar dos problemas enfrentados para se estabilizar, a maioria demonstra a vontade de permanecer no trabalho flexível, contrariando grande número de estudo que enxergam a flexibilização de contratos de trabalho como precarização para os trabalhadores. Para os executivos em regime flexível, a vida como trabalhador CLT parece fazer parte do passado: agora, eles precisam se mostrar competentes a qualquer custo, planejar-se para as “entressafras”, buscar melhorar a rede de contatos, aumentar o conhecimento e passar um tempo com a sua família. Os motivos de permanência são diversos, mas possuem um ponto de conversão: a sensação de deter o domínio sobre a sua vida, seu tempo, seu dinheiro, seu conhecimento, seu futuro. Talvez, o cotidiano apresente muitas situações de submissão à vontade do cliente e de dedicação maior do que na época de empregado formal; mas, na “realidade cotidiana”, a sensação é de ser o “dono” da sua vida. / When we observe the present work in the world, we can notice a move towards the direction of greater flexibility in regards to formal employees and workers that act through flexible forms of labor contracts. The flexible employment contract refers to the contract that does not follow the formal model of labor contract, governed by CLT (Consolidation of the Labor Laws), and, has been studied lately as a result of changes in the workplace organization, usually associated with the search of more productive and cheaper workers. Due to the enlargement of the involved phenomena of these transformations, we delimited the subject and the public to be studied: adopting the idea of social construction of reality, from Berger and Luckmann (1966/2002), we analyzed the "migration" processes of 30 executives, residents of São Paulo city, ex-employees of large corporations, that had experiences in high and middle management at multinational and national organizations, and, at present, work in the markets under flexible labor contracts. For our study, we understand that the executives are formal workers that occupy positions of high and middle management in the organizational hierarch and have the power of decision and prestige. Being so, the objective of this study is to describe the sense attributed by executives, to the "migration" process to more flexible forms of work and to the new reality lived in the workplace. The research follows a qualitative approach, utilizing semi-structured in-depth interviews to gather the information; for the interview analysis, we used, as the basis, the ideas of speeches practices from Spink and Medrado (1999/2004). The constructionist perspective permitted to verify that executives in flexible workplaces possessed high level of selfconfidence, a missionary vision of his/her work, and different motives for the "migration". Through their statements we can observe the survival strategies and how to become successful as a flexible worker; the interviewees perceptions of the Brazilian market; the change in customer relationships, the family and the personal network. Despite the problems faced to settle in, the majority want to continue with flexible work, even though a large number of studies have shown that flexible labor contracts as a factor that make workers’ lives more precarious. For the executives in flexible employment, life as a formal CLT worker is a thing of the past: now, they need to show themselves as competent at any cost, plan themselves for the "dry spells" improve their network, increase their knowledge and to spend time with their family. The motives to stay are diverse, but all possesses a conversion point: the sensation that they dominate their own lives, time, money, knowledge, and future. Perhaps, many situations will present themselves in daily life to give in to the customer and greater dedication than a formal employee; but, in the "everyday reality", the sensation is that they are the "owner" of their lives.

En este artículo, se estudia el nivel de influencia del contrato laboral a tiempo fijo en la productividad de las empresas, con base en investigaciones realizadas por diversos autores de distintas partes del mundo. El objetivo principal es mostrar las posturas actuales sobre la influencia que tiene la naturaleza del contrato laboral a tiempo fijo en el rendimiento de la empresa. Para ello, se desarrollan dos subtemas: la influencia del contrato laboral a tiempo fijo sobre la productividad y, por otro lado, la influencia del contrato laboral a tiempo fijo sobre la seguridad y el bienestar laboral. En el presente estudio, de manera prioritaria, se utiliza la metodología cualitativa. En la investigación realizada, se ha encontrado gran controversia en cuanto a la influencia que tiene la naturaleza del contrato laboral sobre el rendimiento de la empresa, mientras que, para unos investigadores, el contrato laboral a tiempo fijo favorece la productividad, debido a que la empresa reduce sus costos al no invertir en recursos humanos; para otros, el contrato laboral a tiempo fijo perjudica la productividad, dado que el desempeño e impacto laboral es inferior, comparado con los trabajadores con contrato a tiempo indefinido. / In this article, the level of influence of the fixed-term labor contract on firm productivity is examined, based on research conducted by various authors from different parts of the world. The main objective is to show the current positions on the influence of the nature of the fixed-term labor contract on firm performance. For this purpose, we will develop two sub-themes: the influence of the fixed-term employment contract on productivity and, on the other hand, the influence of the fixed-term employment contract on job security and well-being. In the present study, the qualitative methodology is used as a priority. In the research carried out, we have found great controversy regarding the influence of the nature of the employment contract on the company's performance. While, for some authors, the fixed-term labor contract favors productivity, since the company reduces its costs by not investing in human resources; for other authors, the fixed-term labor contract is detrimental to productivity, since labor performance and impact is lower compared to workers with an indefinite-term contract. / Trabajo de Suficiencia Profesional

This thesis focuses on explanations of terms relating to public works and dividing it by the value of contracts. The main objective is to analyze the amount of intermediate values of public works contracts, tenders Administration and maintenance of roads in the South Moravian Region four levels of the process, ie the expected value, control budget, the price in the contract for work and real value. The practical part of this process will be demonstrated from historical data procurement of the years 2009, 2010 and 2011.

The object of the diploma thesis is preparation and realization of the gross superstructure of apartment houses Farske luky in Celadna. Diploma thesis deals with facility of the building site, project of machines, technological rules of monolithic constructions, plans of quality controls, time and financial plan, works contract, schedule and work safety.

Title: Comparison of the ice hockey players working relationship in Czech Republic and abroad Goals: Comparison of duties and rights of individual work-legal relations for ice hockey players in the first two best national competitions in different European countries. Method: For the treatment of this topic has been used secondary data analysis and desk research in economics, management, and professional sports. For qualitative research sample of hockey players and managers interview method was used. Results: They simulate application of individual abroad work-legal relations into the Czech conditions, even commentaries and comparison to nowadays conditions. They suggest more favorable conditions for the national competition. Key words: professional sport, ice - hockey, professional ice - hockey player, non- amateur ice - hockey player, self - employed - definition, right and duties, players contract, dependent activity - rights and duties, work contract, ice - hockey league.

Made available in DSpace on 2016-04-26T20:24:49Z (GMT). No. of bitstreams: 1 MariaHemiliaFonseca.pdf: 2656512 bytes, checksum: aebfeefb5fb86e73a1f74707d4d5951d (MD5) Previous issue date: 2006-09-27 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / In view of the importance and meaning placed on work presently when there is unemployment everywhere, the right to work arises again to the world scene grounded on the support and promotion of human dignity. Assuming that the right to work is a universal right of all men, and that its acknowledgement as a fundamental right is conditioned to the guidelines drawn up by every legal system, the study herein searched to show that the right to work in the Brazilian legal system (i) is acknowledged as a fundamental social-economic right , (ii) it adopts the structure of a principle in the constitutional text dated back to 1988, that is, it is shown as an optimization commandment which imposes prima facie rights and duties , and thus it demands that it is carried out according to the phatic and legal possibilities foreseen in each concrete case , based on the theory about rules and principles developed by Robert Alexy; (iii) its analysis can be performed on an individual and collective dimension , which are closely related to the distinct application fields of the fundamental rights, that is, the one that involves the State and its citizens and the one that is centered in the relations among the private ones; (iv) in its individual range , it is shown circumscribed by the work contract and in the collective range it is associated to the objective of full employment, especially the public policies of work and employment; (v) its accomplishment is a needed consequence of the legal system of special protection that the Constitution has granted to these rights , and this can be done through political and legal mechanisms. It was checked , therefore, in the Brazilian scene , that the right to work is not an unrealizable chimera. There are, indeed, different political and legal mechanisms for its accomplishment; will and courage in small doses are required to overcome old paradigms / Ante a importância e o significado que o trabalho humano adquiriu nos tempos atuais de desemprego, o direito ao trabalho figura no cenário mundial como base de sustentação e de promoção da dignidade humana. Partindo do pressuposto de que o direito ao trabalho é um direito universal de todos os homens e que o seu reconhecimento como um direito fundamental está condicionado às diretrizes traçadas por cada ordenamento jurídico, o presente estudo procura demonstrar que o direito ao trabalho no ordenamento jurídico brasileiro (i) é reconhecido como um direito econômico-social fundamental; (ii) assume a estrutura de um princípio no texto constitucional de 1988, ou seja, apresenta-se como um mandamento de otimização que impõe direitos e deveres prima facie, exigindo, assim, a sua realização segundo as possibilidades fáticas e jurídicas previstas em cada caso concreto, nos moldes da teoria sobre regras e princípios desenvolvida por Robert Alexy; (iii) a sua análise pode se dar em uma dimensão individual e em uma dimensão coletiva, que têm correlação direta com os distintos campos de aplicação dos direitos fundamentais, ou seja, aquele que envolve o Estado e seus cidadãos e aquele que se centra nas relações entre os particulares; (iv) em seu âmbito individual aparece circunscrito ao contrato de trabalho e no âmbito coletivo associado ao objetivo do pleno emprego, especialmente às políticas públicas de trabalho e emprego; (v) a sua efetivação é uma conseqüência necessária do regime jurídico de proteção especial que a Constituição concedeu a estes direitos, e esta pode se dar através de mecanismos políticos e jurídicos. Verifica-se, portanto, que no cenário brasileiro o direito a trabalhar não se trata de uma quimera irrealizável. Existem, sim, distintos mecanismos políticos e jurídicos a serem utilizados para a sua efetivação, bastando um pouco de vontade e coragem para ultrapassar velhos paradigmas

La faculté de travailler et les droits qui se rattachent à l’exercice d’une activité professionnelle par les femmes résultent d’une longue évolution juridique en France comme au Cameroun et en dépit de la reconnaissance du droit au travail, diverses entraves subsistent et génèrent des discriminations. Les discriminations sont tantôt de fait, et trouvent alors leur fondement dans des mentalités rétrogrades, tantôt de droit et se traduisent par des insuffisances juridiques. Les outils juridiques de promotion des droits des femmes au travail et de la lutte contre toute forme de discrimination professionnelle ne sont pas totalement identiques en France et au Cameroun. Mais, les acquis d’un pays pourraient parfaitement être transposés dans l’autre pays. / The ability to work and the rights that go with women exercising a professional activity are the result of lengthy legal developments both in France and Cameroon. Despite recognition of this right to work, various constraints persist and give rise to discrimination. Discrimination is sometimes de facto, in which case it is based in retrograde attitudes, and sometimes it is legal, in which case it is manifested in legal shortcomings. The legal tools used to promote women’s rights at work and to fight against all forms of professional discrimination are not completely identical in France and Cameroon. Nevertheless, the gains of one country can be perfectly transposed onto the other.

Conclusion and termination of fixed-term work agreements has influence on legal status of employees, work quality, efficiency of undertaking’s activity as well as provides parties with opportunities to individualize operating conditions and implement reasonable objectives, increases employment. In addition to common labour law norms, according to peculiarities of employment relations there are also rights and guaranties determined by special legal norms applied to fixed-term work agreements. With reference to summarized experience of national legal regulation in Lithuania and other foreign countries, European Union labour law acts, judicial practice and research work results of other authors this work deals with legal employment relationship existing between employer and employee in the process of conclusion and termination of a fixed-term work agreement and paying the main attention to their particularities in the whole of similar relations. It analyzes the machinery of given legal relations’ regulation. There is a conception of a fixed-term work agreement presented. It determines the parties of this legal relation and the content of a fixed-term agreement settled by them. Fixed-term employment meets labour market requirements in upsurge of flexible work organization forms. One of these forms is also a fixed-term work agreement.