This volume contains a collection of original papers by leading legal scholars and social scientists that develop new perspectives on anti-discrimination law, with an emphasis on employment discrimination. The articles were written for a conference held at Stanford Law School in Spring 2003 that was sponsored by the American Bar Foundation and Stanford Law School. The purpose of that conference, this volume, and ongoing work by the Discrimination Research Group based at the American Bar FoundationandtheCenterforAdvancedStudyintheBehavioralSciencesistoadvance the social scienti?c understanding of employment discrimination and the operation of employment discrimination law as a social system, and to consider the legal and policy implications of this emerging body of social science. Now is a pivotal moment for an attempt at a deeper understanding of discrimi- tion and law. After three decades of theoretical development and empirical research onemploymentdiscriminationanditstreatmentinlaw, itiscrucialthatlawyers, social scientists, andpolicymakersassesswhatweknowanddonotknowaboutemployment discrimination and its treatment by law. To date, there are several streams of active research that only occasionally engage with each other. Economists and sociologists continue to debate the extent to which women, minorities, and other traditionally disadvantagedgroupsfacediscriminationinlabormarketsandorganizations. Orga- zation scholars and legal scholars have begun to map the effect of anti-discrimination law on organizational structures and processes, and to raise questions about the extent to which the legalization of organizational employment systems represents symbolic or substantive changes in employment practic

The active pursuit of social and labour rights is seen as a crucial response to globalization. These essays, written by leading scholars from the UK, Ireland, France, Germany, Italy, Japan and the USA, question the effectiveness of the rhetoric of rights such as those to decent work and security, equal opportunity, adequate food and housing, and healthcare. The authors examine emerging approaches in several European countries, Japan, and the USA and in codes of practice of multinational companies. Attempts by the International Labour Organization to promote core rights and decent work, and techniques of enforcement at regional level by the EU and NAFTA receive special attention.

This Instruction implements the OSHA Whistleblower Investigations Manual, and supersedes the August 22, 2003 Instruction. This manual outlines procedures, and other information relative to the handling of retaliation complaints under the various whistleblower statutes delegated to OSHA and may be used as a ready reference.

Spielerleihgeschafte sind mittlerweile im Profisport zu einer echten Alternative zum endgultigen Transfer gereift. Der Autor geht auf die sich bei der Spielerleihe stellenden Rechtsfragen tiefgehend ein. Schwerpunktmassig werden zum einen die verbandsrechtlichen Vorschriften, welche die Spieleruberlassung reglementieren, auf ihre Vereinbarkeit mit hoeherrangigem Recht uberpruft. Dies gilt auch fur die von der FIFA geplanten Beschrankungen von Leihgeschaften. Zum anderen beschaftigt sich der Autor intensiv mit der Thematik, ob die gegenwartige Praxis der Spielerleihe mit dem Arbeitnehmeruberlassungsgesetz (AUEG) vereinbar ist, welcher gerade auch vor dem Hintergrund der jungsten AUEG-Reform ausserste Brisanz zukommt. Schliesslich werden noch entsprechende Alternativmoeglichkeiten vorgestellt.

Human Resource Management in Government: A South African Perspective On Theories, Politics And Processes explores the many facets of the employment relationship within government institutions.

These activities include strategic employment processes, such as talent management, trade union interactions, compensation, human resource governance (metrics) and the future of human resource management.

Dieses Buch befasst sich mit der gesamten Geschichte des Betriebsverfassungsgesetzes bis zum Jahr 2016. Dabei bildet die Novellierung von 1972 einen besonderen Schwerpunkt. Der Autor betrachtet die vorherigen Gesetzesentwurfe, gleicht sie mit dem Gesetz von 1972 ab und stellt umfassend das Gesetzgebungsverfahren dar. Ausserdem fasst er die Geschichte der Unternehmensmitbestimmung zusammen, die zunachst auch im Betriebsverfassungsgesetz geregelt war, dann aber 1972 davon teilweise losgeloest wurde.

Why our workplaces are authoritarian private governments--and why we can't see it One in four American workers says their workplace is a "dictatorship." Yet that number probably would be even higher if we recognized most employers for what they are--private governments with sweeping authoritarian power over our lives, on duty and off. We normally think of government as something only the state does, yet many of us are governed far more--and far more obtrusively--by the private government of the workplace. In this provocative and compelling book, Elizabeth Anderson argues that the failure to see this stems from long-standing confusions. These confusions explain why, despite all evidence to the contrary, we still talk as if free markets make workers free--and why so many employers advocate less government even while they act as dictators in their businesses. In many workplaces, employers minutely regulate workers' speech, clothing, and manners, leaving them with little privacy and few other rights. And employers often extend their authority to workers' off-duty lives. Workers can be fired for their political speech, recreational activities, diet, and almost anything else employers care to govern. Yet we continue to talk as if early advocates of market society--from John Locke and Adam Smith to Thomas Paine and Abraham Lincoln--were right when they argued that it would free workers from oppressive authorities. That dream was shattered by the Industrial Revolution, but the myth endures. Private Government offers a better way to talk about the workplace, opening up space for discovering how workers can enjoy real freedom. Based on the prestigious Tanner Lectures delivered at Princeton University's Center for Human Values, Private Government is edited and introduced by Stephen Macedo and includes commentary by cultural critic David Bromwich, economist Tyler Cowen, historian Ann Hughes, and philosopher Niko Kolodny.

Preferential Services Liberalization offers the first, comprehensive analysis of the conditions that the World Trade Organization sets for preferential trade agreements (PTAs) in the area of services. Johanna Jacobsson provides an in-depth analysis of the relevant GATS rules, puts forward a practical method to analyze services PTAs, and applies the method to services agreements concluded by the EU. The result is a detailed examination of the legal criteria for services PTAs and methods to study them, combined with a better understanding of the level of liberalization reached by the EU and its member states. This book does go beyond the EU in analyzing the implications that multi-level governance has for international services liberalization. It proposes a new approach to study services commitments of any federal state and argues that lower levels of government should receive more attention in international negotiations over services trade.

From Widgits to Digits is about the changing nature of the employment relationship and its implications for labor and employment law. For most of the twentieth century, employers fostered long-term employment relationships through the use of implicit promises of job security, well-defined hierarchical job ladders, and longevity-based wage and benefit schemes. Today's employers no longer value longevity or seek to encourage long-term attachment between the employee and the firm. Instead employers seek flexibility in their employment relationships. As a result, employees now operate as free agents in a boundaryless workplace, in which they move across departmental lines within firms, and across firm borders, throughout their working lives. Today's challenge is to find a means to provide workers with continuity in wages, on-going training opportunities, sustainable and transferable skills, unambiguous ownership of their human capital, portable benefits, and an infrastructure of support structures to enable them to weather career transitions.

From Widgits to Digits is about the changing nature of the employment relationship and its implications for labor and employment law. For most of the twentieth century, employers fostered long-term employment relationships through the use of implicit promises of job security, well-defined hierarchical job ladders, and longevity-based wage and benefit schemes. Today's employers no longer value longevity or seek to encourage long-term attachment between the employee and the firm. Instead employers seek flexibility in their employment relationships. As a result, employees now operate as free agents in a boundaryless workplace, in which they move across departmental lines within firms, and across firm borders, throughout their working lives. Today's challenge is to find a means to provide workers with continuity in wages, on-going training opportunities, sustainable and transferable skills, unambiguous ownership of their human capital, portable benefits, and an infrastructure of support structures to enable them to weather career transitions.

This book originates from the research project 'New discourses in labour law' held at the European University Institute. A detailed analysis of part-time work regulation is presented for seven European countries, in order to ascertain how internal domestic choices of the legislatures have merged into the 'Open method of co-ordination'. The impact of European employment policies is considered in parallel with the implementation of the Directive on part-time work, thus providing a complete overview of both soft and hard law mechanisms available to national policy-makers. In this original work, the inter-action between law and policy emerges as a dynamic and constantly changing process of exchange between national and supranational actors, through the use of concrete examples of law-making. Labour law is put forward as being central in the current evolution of European law, and this centrality is presented as a confirmation of innovation and continuity in regulatory techniques.

First published in 1996, Workplace Law has become one of the most widely used and frequently quoted text books on South African labour law. This 11th edition has been revised and supplemented to incorporate the latest case law, as well as the 2014 amendments to labour legislation. Workplace Law provides a complete overview of issues that have arisen and are likely to arise on the shop floor, in court and in arbitration proceedings - from unfair labour practices, through employment equity, dismissal and collective bargaining, to strikes. This updated, comprehensive and reliable work is a convenient and indispensable guide to a complex and fascinating area of law.

The construction of underground tunnels, shafts, chambers, and passageways are essential yet dangerous activities. Working under reduced light conditions, difficult or limited access and egress, with the potential for exposure to air contaminants and the hazards of fire and explosion, underground construction workers face many dangers. To help employers protect the safety and health of underground construction workers, the Occupational Safety and Health Administration (OSHA) has prepared a number of guidance documents, including the underground construction regulations, found in Part 1926, section 800 of Title 29 of the Code of Federal Regulations (29 CFR 1926.800). OSHA regulations relating to underground construction were originally adopted in 1971 and revised over the years to add new protective measures and enhance worker safety. This publication summarizes OSHA's regulations related to underground construction. The OSHA underground construction regulation (29 CFR 1926.800) applies to the construction of underground tunnels, shafts, chambers, and passageways. It also applies to cut-and-cover excavations connected to ongoing underground construction as well as those that create conditions characteristic of underground construction. These hazards include reduced natural ventilation and light, difficult and limited access and egress, exposure to air contaminants, fire, flooding, and explosion. The regulation does not apply to excavation and trenching operations for above ground structures that are not physically connected to an underground construction operation or to underground electrical transmission and distribution lines.

This book describes programs for the admission and employment of guest workers in fourteen selected countries, the European Union, the Association Agreement between the European Union and Turkey, and the Multilateral Framework of the International Labour Organization. It includes a comparative analysis and individual sections on each country, the EU, and relevant international arrangements. The book provides a general overview of a variety of immigration systems, and addresses issues such as eligibility criteria for the admission of guest workers and their families, guest workers' recruitment and sponsorship, and visa conditions.

Das Hotel- und Gaststattengewerbe stellt einen bedeutenden Wirtschaftszweig in Deutschland dar. Im Rahmen der vorliegenden Arbeit wird das Arbeitsverhaltnis im Hotel- und Gaststattengewerbe chronologisch von seiner Begrundung bis hin zur Kundigung untersucht. Dabei werden branchenspezifische Besonderheiten wie z.B. spezielle Arbeitszeitgestaltungen, Haftungsbesonderheiten oder der Umgang mit Beschaftigungsverboten laut Infektionsschutzgesetz eroertert. Rechte und Pflichten der Vertragsparteien im Hotel- und Gaststattengewerbe werden ebenso wie auftretende Stoerungen und der Umgang mit diesen eroertert. Einen weiteren Schwerpunkt bildet die Untersuchung der tarifvertraglichen Besonderheiten in dieser Branche.

Unter Mischlohn versteht die Untersuchung einen Gesamtlohn, der sich aus einem Festlohnanteil und einem Provisionsanteil zusammensetzt. UEber den Provisionsanteil ist der Gesamtlohn teilweise erfolgsabhangig. Es stellt sich die Frage, ob diese Erfolgsabhangigkeit unter dem Gesichtspunkt einer vom Leitbild des Arbeitsvertrages abweichenden Entgeltrisikoverteilung auf einen bestimmten Prozentsatz des Gesamtlohns begrenzt werden muss. Als Kontrollinstrument dient 307 BGB.

This report examines the impacts of COVID-19 on labour markets along with adjustment patterns in Indonesia, Malaysia, the Philippines, Thailand, and Viet Nam. Labour markets in Southeast Asia were particularly hit hard in 2020 when government pandemic containment measures were most severe. COVID-19 exacerbated growing inequalities in the region and exposed large gaps in social protection . This report aims to help policymakers identify priorities, constraints, and opportunities for developing effective labour market strategies for economic recovery and beyond.

Estlund and Wachter have assembled a feast on the economic analysis of issues in labor and employment law for scholars and policy-makers. The volume begins with foundational discussions of the economic analysis of the individual employment relationship and collective bargaining. It then progresses to discussions of the theoretical and empirical work on a wide range of important labor and employment law topics including: union organizing and employee choice, the impact of unions on firm and economic performance, the impact of unions on the enforcement of legal rights, just cause for dismissal, covenants not to compete and employment discrimination. Anyone who wants to study what economists have to say on these topics would do well to begin with this collection.' - Kenneth G. Dau-Schmidt, Indiana University Bloomington School of Law, USThis Research Handbook assembles the original work of leading legal and economic scholars, working in a variety of traditions and methodologies, on the economic analysis of labor and employment law. In addition to surveying the current state of the art on the economics of labor markets and employment relations, the volume's 16 chapters assess aspects of traditional labor law and union organizing, the law governing the employment contract and termination of employment, employment discrimination and other employer mandates, restrictions on employee mobility, and the forum and remedies for labor and employment claims. Comprising a variety of approaches, the Research Handbook on the Economics of Labor and Employment Law will appeal to legal scholars in labor and employment law, industrial relations scholars and labor economists. Contributors: R. Arnow-Richman, S. Deakin, Z.J. Eigen, R.A. Epstein, C.L. Estlund, S. Estreicher, B.T. Hirsch, A. Hyde, S. Issacharoff, C. Jolls, B.E. Kaufman, M.M. Kleiner, B.I. Sachs, E. Scharff, S.J. Schwab, M.L. Wachter, D. Weil

Britain is now permanently a multi-racial and multi-cultural society, with a race relations legislative framework. From Legislation to Integration? provides a unique and comprehensive analysis of the contribution made by this legislation to the development of British race relations. The politics of the Race Relations Act 1976, the issues regarding law enforcement and the impact of legislation in British race relations are examined. Contextualising Britain, the book puts the situation in this country within the European Union framework and compares it with the United States. It also looks to the future and makes relevant suggestions to improve the current legislation. It will appeal to students of social sciences, researchers, policy-makers and professionals in the relevant fields, nationally and internationally.

The ongoing austerity crisis is being felt in all sectors of EU law, but has had a particularly severe impact on labour law. Silvana Sciarra, a leading judge and scholar of EU employment law, considers how solidarity regimes have been shaken by the crisis. She brings together existing European policies in social and employment law, to enhance synergies and developments in a post-crisis discourse. She looks at reactions of national constitutional courts to austerity measures and of international organizations in re-establishing respect of fundamental workers' rights. Criticizing soft law approaches in employment policies, she favours recourse to binding measures connected with selective financial incentives through European funds. She highlights developments in European sector social dialogue and new horizons of transnational collective bargaining in large multinationals. Taking a positive, practical approach, Sciarra shows how social policies can enhance solidarity and social cohesion, through European financial support.

Das Buch untersucht die rechtliche Grundlage von Videouberwachung von Arbeitnehmern in der Volksrepublik China. Videouberwachung ist in der VR China allgegenwartig und rechtliche Grenzen bestehen kaum. Die Autorin befasst sich mit der Rechtslage in Deutschland, um davon ausgehend nach Loesungen fur die in China bestehenden Konfliktlagen zu suchen. Sie setzt sich mit der Videouberwachung von Arbeitnehmern am oeffentlich zuganglichen Arbeitsplatz und in nicht oeffentlich zuganglichen Raumen auseinander. Die Autorin betrachtet das chinesische Arbeitsvertragsgesetz dahingehend, ob die Rechtsgrundlage auf der kollektiven Ebene fur den Arbeitnehmerschutz bei der Videouberwachung von Arbeitnehmern besteht.

Charakteristikum flexibler Arbeitszeitsysteme ist der Spielraum fur Anpassungen der Arbeitszeiten an unvorhergesehene Schwankungen der Produktions- bzw. Marktbedingungen. In diesem Buch wird untersucht, wie flexible Arbeitszeiten die Beschaftigungs- und Arbeitszeitnachfrage verandern. Da unter der Bezeichnung Arbeitszeitflexibilisierung haufig auf eine Reihe sehr verschiedener Konzepte Bezug genommen wird, geht der arbeitsmarkttheoretischen Modellanalyse eine Beschreibung der gangigen Arbeitszeitkonzepte voraus. Fur die Analyse wird der Rahmen eines Gewerkschaftsmodells gewahlt. In den Modellannahmen wird berucksichtigt, dass flexible Arbeitszeitsysteme dem Unternehmen Anpassungen seiner Stundennachfrage ermoeglichen, die nicht exakt vorhersehbar sind.