In Unternehmen gilt es als best practice beim Verdacht von Compliance-Verstoessen die Sachverhalte von spezialisierten Anwaltskanzleien aufklaren zu lassen. Die wichtigste Erkenntnisquelle bei diesen Internal Investigations sind Mitarbeiterbefragungen. Unternehmensmitarbeiter mussen grundsatzlich bei Interviews Rede und Antwort stehen, auch zu eigenen Straftaten. Gelangen Interviewprotokolle oder Ermittlungsberichte in die Hande der Strafverfolger, drohen ihnen strafrechtliche Sanktionen. Zumal bei staatlichen Ermittlungen Schweige- und Aussageverweigerungsrechte bestehen, stellt sich die Frage, ob solche selbstbelastenden Angaben strafrechtlich verwertet werden durfen. Klarungsbedurftig sind zudem die betriebsverfassungs- und datenschutzrechtlichen Anforderungen an die Befragungen.

By most accounts, forced labour, human trafficking, and modern slavery are thriving in the global economy. Recent media reports - including the discovery of widespread trafficking in Thailand's shrimp industry, forced labour in global tea and cocoa supply chains, and the devastating deaths of workers constructing stadiums for Qatar's World Cup- have brought once hidden exploitation into the mainstream spotlight. As public concern about forced labour has escalated, governments around the world have begun to enact legislation to combat it in global production. Yet, in spite of soaring media and policy attention, reliable research on the business of forced labour remains difficult to come by. Forced labour is notoriously challenging to investigate, given that it is illegal, and powerful corporations and governments are reluctant to grant academics access to their workers and supply chains. Given the risk associated with researching the business of forced labour, until very recently, few scholars even attempted to collect hard or systematic data. Instead, academics have often had little choice but to rely on poor quality second-hand data, frequently generated by activists and businesses with vested interests in portraying the problem in a certain light. As a result, the evidence base on contemporary forced labour is both dangerously thin and riddled with bias. Researching Forced Labour in the Global Economy gathers an interdisciplinary group of leading scholars to tackle this problem. It provides the first, comprehensive, scholarly account of forced labour's role in the contemporary global economy and reflections on the methodologies used to generate this research.

This timely new text examines the various employment law issues arising in relation to business reorganisations. Providing guidance on the most difficult practical issues of this complex area, the book is aimed primarily at practitioners working in this area. However, its accessible style ensures wider appeal to non-specialists. The book focuses on the rights and obligations of an employer towards its employees and their representatives when it seeks to reorganise its business. This can include situations where an employer wishes to contract out certain operations (and relevant employees may be transferred to another employer) or where affected employees are retained but reallocated to different jobs and responsibilities. Fully up to date to incorporate the Transfer of Undertakings (Protection of Employment) Regulations 2006, the book details the circumstances where the regulations apply and where they do not, and the full implications to employers in each case. Clearly structured to ensure ease of reference, the book provides separate coverage of collective and individual employment rights and detailed analysis of key issues such as obligations in respect of pension schemes, the definition of redundancy and the right to a redundancy payment, as well as the circumstances where there is no redundancy but where an employee may be fairly dismissed in a reorganisation for "some other substantial reason". The book also deals with the manner in which employees' common law rights may be breached and the possible impact of the law of discrimination on a reorganisation. Full attention is given to the underlying UK and European statutory framework and the developing case law in this area.

New ways of managing conflict are increasingly important features of work and employment in organizations. In the book the world's leading scholars in the field examine a range of innovative alternative dispute resolution (ADR) practices, drawing on international research and scholarship and covering both case studies of major exemplars and developments in countries in different parts of the global economy. Developments in the management of individual and collective conflict at work are addressed, as are innovations in both unionized and non-union organizations and in the private and public sectors. New practices for managing conflict in organizations are set in the context of trends in workplace conflict and perspectives on how conflict should be understood and addressed. Part 1 examines the changing context of conflict management by addressing the main frameworks for understanding conflict management, the trend in conflict at work, developments in employment rights, and the influence of HRM on conflict management. Part 2 covers the main approaches to conflict management in organizations, addressing both conventional and alternative approaches to conflict resolution. Conventional grievance handling and third-party processes in conflict resolution are examined as well as the main ADR practices, including conflict management in non-union firms, the role of the organizational ombudsman, mediation, interest-based bargaining, line and supervisory management, and the concept of conflict management systems. Part 3 presents case studies of exemplars and innovators in the field, covering mediation in the US postal service, interest-based bargaining at Kaiser-Permanente, 'med-arb' in the New Zealand Police, and judicial mediation in UK employment tribunals. Part 4 covers international developments in conflict management in Germany, Japan, The United States, Australia, New Zealand, the United Kingdom and China. This Handbook gives a comprehensive overview of this growing field, which has seen an huge increase in programmes of study in university business and law schools and in executive education programmes.

Der Autor beschaftigt sich mit der Zulassigkeit schuldrechtlicher Vereinbarungen zwischen Tarifvertragsparteien. Im Fokus der Betrachtung steht die praxisrelevante Frage, ob sich der einzelne Arbeitgeber gegenuber der Gewerkschaft zu einem bestimmten unternehmerischen Verhalten wirksam verpflichten kann. Nach kritischer Analyse und aufbauend auf einem konsequenten Verstandnis der Tarifautonomie als "kollektiv ausgeubte Privatautonomie" kommt der Autor zu dem Ergebnis, dass schuldrechtliche Verpflichtungen in einem Tarifvertrag nur begrenzt zulassig sind. Als "privilegierte Privatrechtssubjekte" des kollektiven Arbeitsrechts fehlt den Tarifparteien gleichfalls die Befugnis, ausserhalb eines Tarifvertrages Verpflichtungen des Arbeitgebers zu einem unternehmerischen Verhalten zu vereinbaren.

The enlargement of the EU in 2004 and 2007 has led to greatly increased free movement of workers from 'new' to 'old' member states. The unprecedented scale of this migration has had a profound impact on the regulation of labour law in Europe. This book compares the ways trade unions have responded to the effects of the enlargements, and in particular to the increased migration of workers across borders. It undertakes a contextualised comparison of trade union responses in Austria, Germany, Ireland, Sweden and the UK, and examines the relationship between trade unions and labour law at a national and European level. This analysis illustrates how trade unions can use law to better respond to changing regulatory and opportunity structures, and indicates the kinds of laws that would benefit trade unions at a national and European level.

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

Arbeitnehmeruberlassung zeichnet sich dadurch aus, dass Leiharbeitnehmer zwar einen (Leih-)Arbeitsvertrag mit dem Verleiher unterhalten, ihre Arbeitsleistung allerdings im Betrieb des Entleihers unter dessen Direktionsrecht erbringen. Diese Aufspaltung der Arbeitgeberbefugnisse zwischen Verleiher und Entleiher wirkt sich auch auf betriebsverfassungsrechtlicher Ebene aus. Der Autor beleuchtet, inwieweit Leiharbeitnehmer auch im Entleiherbetrieb durch das BetrVG geschutzt werden. Dabei untersucht er sowohl die generelle Anwendbarkeit des BetrVG auf Leiharbeitnehmer und deren Betriebszugehoerigkeit im Entleiherbetrieb als auch die konkrete Reichweite der Zustandigkeit des Entleiherbetriebsrates fur die Leiharbeitnehmer.

What role should racial difference play in the American workplace? As a nation, we rely on civil rights law to address this question, and the monumental Civil Rights Act of 1964 seemingly answered it: race must not be a factor in workplace decisions. In After Civil Rights, John Skrentny contends that after decades of mass immigration, many employers, Democratic and Republican political leaders, and advocates have adopted a new strategy to manage race and work. Race is now relevant not only in negative cases of discrimination, but in more positive ways as well. In today's workplace, employers routinely practice "racial realism," where they view race as real--as a job qualification. Many believe employee racial differences, and sometimes immigrant status, correspond to unique abilities or evoke desirable reactions from clients or citizens. They also see racial diversity as a way to increase workplace dynamism. The problem is that when employers see race as useful for organizational effectiveness, they are often in violation of civil rights law. After Civil Rights examines this emerging strategy in a wide range of employment situations, including the low-skilled sector, professional and white-collar jobs, and entertainment and media. In this important book, Skrentny urges us to acknowledge the racial realism already occurring, and lays out a series of reforms that, if enacted, would bring the law and lived experience more in line, yet still remain respectful of the need to protect the civil rights of all workers.

El contenido de este volumen estudia, por un lado, la mejora de la intermediacion laboral, abordando la problematica de la colaboracion publico-privada en dicha intermediacion en Espana, asi como el papel y regimen juridico de las agencias privadas de empleo en Espana y Uruguay. Tambien se incide en el impacto que las nuevas tecnologias de la informacion y comunicacion tienen en el proceso de reclutamiento y seleccion de los trabajadores. Por otro lado, se analiza el fomento del autoempleo y el emprendimiento, incluyendo interesantes estudios sobre el impulso legislativo europeo, espanol e italiano al mismo. El fomento del autoempleo y el emprendimiento es importante como solucion para salir de la crisis economica y crear una mentalidad y cultura emprendedoras en la sociedad actual. Por ultimo, se profundiza en la proteccion del empleo decente y la lucha contra el empleo informal, conforme a lo exigido en los convenios de la OIT.

El presente libro estudia el tema de la participacion y la representacion de los trabajadores en la empresa y se abordan cuestiones tan importantes como el derecho de informacion y consulta de los trabajadores dentro de la Union Europea y su aplicacion en el derecho frances. Asimismo, se destaca la conveniencia de un nuevo modelo de representacion unitaria de los trabajadores, que gire sobre el concepto empresa - frente al de centros de trabajo - ante el declive de la economia analogica o los derechos de participacion y accion sindical en las nuevas estructuras empresariales. Por ultimo, tambien hay espacio en la obra para profundizar en los dilemas del dialogo social y la accion colectiva de los trabajadores, incidiendo en aspectos clave como el dialogo social a nivel europeo, la negociacion colectiva y el sindicalismo en Portugal, Argentina y Francia o el derecho de huelga y su evolucion en Portugal.

Bridges the gap between the three distinct disciplines of pensions, employment and corporate insolvency law. Through a mix of legislation, case law, analysis and comment, this well-regarded text gives you all the information you need to answer your clients' questions. It outlines the legal principles applicable where the three regimes interact, with a particular focus on the application of the rules relating to corporate insolvency and how they impact on employees and their pension rights. For example: - How is the position of employees affected by the appointment of an insolvency practitioner over their employing company? - Who is liable, and what priority is given to past or future claims? Updates for the 7th edition include: - Full treatment of CVAs and pensions - Implications of the Court of Appeal decision in Granada/Box Clever about "association" and about Pensions Regulator powers - Implications of proposed pensions legislation, including new criminal offences - New Crown preferential debts Corporate Insolvency: Employment and Pension Rights is cited in many works focusing on the employment and insolvency fields. If you work as an employment, pensions or corporate insolvency practitioner, you'll find its up-to-date case law and practical analysis an essential aid to your work.

The Blackstone's Guide Series delivers concise and accessible books covering the latest legislative changes and amendments. Published within weeks of the Act, they offer expert commentary by leading names on the effects, extent and scope of the legislation, plus a full copy of the Act itself. They offer a cost-effective solution to key information needs and are the perfect companion for any practitioner needing to get up to speed with the latest changes. The Pensions Act 2004 is the most substantial change to pension law and practice since the Pensions Act 1995. The new provisions provide a statutory framework for the government's proposals for pension reform, and form part of a wider package of measures for restructuring the basis of state and private pension provision. The new Act also sweeps away and replaces large portions of the existing regulatory regime for pensions. The Act comes into force in stages from April 2005 and introduces many important changes to pensions regulation, including: new scheme specific funding requirements; a new pensions regulator armed with wide powers to protect members' interests; and the introduction of a pension protection fund to meet certain benefits in the event of scheme failure. Together with the government's tax simplification proposals, contained in the Finance Act 2004, the Act will radically alter the conditions under which UK occupational pension schemes (and defined benefit schemes in particular) operate. This practical Guide puts the provisions of the Act into context, and provides a clear and concise explanation of the impact of the changes introduced. The Guide contains a full analysis and explanation of the legislation plus a copy of the Act. It is an invaluable resource for practitioners, employers and trustees in the field.

Desde el punto de vista del contenido, este volumen aborda ciertos aspectos esenciales que los actuales cambios sociales y economicos implican para la proteccion de la igualdad y la no discriminacion. Asi, se analizan temas generales relativos a la gestion de la diversidad social y funcional en la empresa y la debida salvaguarda de la igualdad frente al trato desigual de caracter discriminatorio. Algunos de los trabajos aqui presentados prestan especial atencion a las circunstancias diferenciadoras (por ejemplo, la discapacidad, la enfermedad, la edad avanzada, la raza o religion) con el fin de evitar un trato discriminatorio entre los trabajadores y buscar soluciones de integracion social y laboral que enriquezcan a todos. De otro lado, la parte final del libro se centra en el examen del impacto de los cambios sociales en la proteccion de la salud y el bienestar. Se incide, especialmente, en los efectos que los cambios en el mundo del trabajo conllevan para la salud de los trabajadores, asi como en la necesidad de actualizar los modelos de prevencion de riesgos laborales y Seguridad social.

Este libro aborda el tema de los importantes cambios tecnologicos y sociales que, actualmente, se estan produciendo en el mercado de trabajo y, mas ampliamente, en la sociedad en general. Cambios que han venido para quedarse y transformar nuestra manera de trabajar, producir bienes y servicios y, por ende, de relacionarnos. Asi, emerge la llamada Industria 4.0, el Internet de las cosas o el impresionante abanico de las nuevas maneras de trabajar. De hecho, esta obra profundiza en el estudio monografico de algunas de esas emergentes maneras de prestar servicios a traves de las nuevas TIC, como son las plataformas informaticas interactivas que actuan como intermediarias en la prestacion de servicios y dan lugar al fenomeno conocido como uberizacion del trabajo, por ser Uber una de las empresas mas conocidas del sector. Adicionalmente, tambien se incide en la interaccion de estos cambios tecnologicos con los derechos de los trabajadores, los cuales deben reforzarse frente a los poderes de direccion y disciplinario del empresario, ahora ejercidos intensamente a traves de las nuevas tecnologias.

Als Reaktion auf den Ruf der Wirtschaft nach weiterer Flexibilisierung ist der aktuelle Arbeitsmarkt gepragt durch die zunehmende Bereitstellung von Arbeitsleistung jenseits des klassischen zweiseitigen Arbeitsverhaltnisses. Ein Instrument dieser Flexibilisierung ist die Beschaftigung im Wege der Arbeitnehmeruberlassung, deren rechtlicher Rahmen im AUEG nur unvollstandig geregelt ist. Die Autorin beschaftigt sich mit der allgemein-schuldrechtlichen Einbettung des der Arbeitnehmeruberlassung zugrundeliegenden komplexen Dreiecksverhaltnisses zwischen Verleiher, Leiharbeitnehmer und Entleiher. Weiterhin erkennt die Autorin einen Reformbedarf bezuglich der Regelung der Rechtsfolgen bei illegaler Arbeitnehmeruberlassung und entwickelt einen umfassenden Vorschlag zur gesetzlichen Neuregelung.

Dieses Buch untersucht die Mitbestimmung des Betriebsrats bei Dienstkleidung, welche angesichts steigender Anzahl betriebseinheitlicher Kleidervorgaben zunehmend an Bedeutung gewinnt. Bisher wurde die zwingende Beteiligung des Betriebsrats bei Einfuhrung und Ausgestaltung einer Dienstkleidungsordnung sowie im Hinblick auf den arbeitszeitbezogenen Umkleidevorgang in erster Linie mit der Bedurfnisbefriedigung des Arbeitgebers und der damit entstehenden Schutzbedurftigkeit der Arbeitnehmer begrundet. Die vorgenommene Interessengewichtung erscheint unter Berucksichtigung der vermuteten Motivlage und der verschiedenen Gestaltungsmoeglichkeiten unzureichend. Ziel der Autorin ist es, dem Ausmass an mangelnder Argumentation in gerichtlichen Entscheidungen, verbunden mit dem pauschalen und einfach handhabbaren Verweis auf den Mitbestimmungszweck, mit einer angemessenen Untersuchung und Bewertung von Dienstkleidungsangelegenheiten entgegenzutreten.

Das Buch untersucht die institutionelle Mitwirkung der Arbeitnehmer durch die Betriebsverfassung und die Unternehmensmitbestimmung, die ein zentrales Element der Arbeitsbeziehungen in Deutschland ist. In den letzten Jahren wurde sie vor allem im Hinblick auf ihre Wirkung auf die oekonomische Effizienz der Unternehmen diskutiert. Ein viel geringeres Gewicht kam in den einschlagigen Diskursen der Frage zu, inwieweit die mit dieser Form der Mitwirkung verbundenen Zielvorgaben erreicht werden. Der Autor geht, zunachst losgeloest von den konkreten Auspragungen der Arbeitnehmermitwirkung in Deutschland, den mit einer institutionellen Beteiligung anstrebenswerten Zielen nach. Anschliessend stellt er die Frage, ob die gegenwartige Auspragung der Arbeitnehmermitwirkung geeignet ist, diese Ziele zu erreichen.

Die Haftung des Arbeitgebers fur diskriminierendes Verhalten anderer Personen ist nicht explizit geregelt. Der Autor eroertert ausfuhrlich die rechtlichen Auswirkungen einer verbotenen Benachteiligung von Beschaftigten durch andere Beschaftigte und Dritte fur den Arbeitgeber. Dabei beschrankt er sich nicht auf die Haftung nach dem AGG, sondern schliesst samtliche moeglichen Haftungstatbestande mit ein. Wesentliche Untersuchungsgegenstande sind die Haftungszurechnung des Arbeitgebers bei unzulassigen Benachteiligungen durch Beschaftigte und andere Dritte sowie die Rechtsfolgen und die Auswirkung einer Zurechnung fremden Verhaltens. Die Haftung des Arbeitgebers fur Benachteiligungen durch Anwendung kollektivrechtlicher Vereinbarungen ist ein weiterer Schwerpunkt.

Dieses Buch untersucht, ob es sich bei privaten Betatigungen wahrend der Arbeitszeit um Arbeitspflichtverstoesse oder um ein sozialadaquates Verhalten handelt, das der Arbeitgeber dulden muss. Private Betatigungen sind unweigerlich Begleiterscheinungen der Arbeitswirklichkeit. Surfen im Internet, Gebets- und Raucherpausen, Toilettengange und kollegiale Privatgesprache beherrschen den taglichen Arbeitsablauf. Der Autor entwickelt allgemein gultige Massstabe und Kriterien fur die Frage nach der Pflichtwidrigkeit privater Arbeitsunterbrechungen. Er verdeutlicht, dass eine Ruckbesinnung auf die Causa des Arbeitsvertragsrechts dringend angezeigt ist. Private Arbeitsunterbrechungen lassen sich nicht mit der Erwagung eines allgemeinen, sanktionslosen kurzfristigen Freiraum an Nichtleistung wahrend der Arbeitszeit rechtfertigen.

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.

Dieses Buch befasst sich mit den arbeitsvoelkerrechtlichen Grundlagen des Streikrechts im oeffentlichen Dienst und deren Vereinbarkeit mit dem deutschen Recht. Dabei ist es Ziel der Autorin, die durch das Arbeitsvoelkerrecht statuierten Vorgaben zu analysieren und deren Auswirkungen auf das deutsche Streikrecht im oeffentlichen Dienst darzustellen. Fur die sich hieraus ergebenden Konsequenzen werden anschliessend Loesungsansatze aufgezeigt, die zu einer Vereinbarkeit des Arbeitsvoelkerrechts und des deutschen Streikrechts im oeffentlichen Dienst fuhren. Zwar ist das Streikrecht im oeffentlichen Dienst - insbesondere das Beamtenstreikverbot - seit jeher Gegenstand rechtsdogmatischer Diskussionen, jedoch fehlt es bislang an einer Untersuchung, welche das Arbeitsvoelkerrecht in den Fokus ruckt.

Throughout the industrial world, the discipline of labour law has fallen into deep philosophical and policy crisis, at the same time as new theoretical approaches make it a field of considerable intellectual ferment. Modern labour law evolved in a symbiotic relationship with a postwar institutional and policy agenda, the social, economic, and political underpinnings of which have gradually eroded in the context of accelerating international economic integration and wage-competition, a decline in the capacity of the nation-state to steer economic progress, the ascendancy of fiscal austerity and monetarism over Keynesian/welfare state politics, the appearance of post-industrial production models, the proliferation of contingent employment relationships, the fragmentation of class-based identities and emergence of new social movements, and the significantly increased participation of women in paid work. These developments offer many appealing possibilities - the opportunity, for example, to contest the gender division of labour and re-think the boundaries between immigration and labour policy. But they also hold out quite threatening prospects - including increased unemployment and inequality and the decline of workers' organizations and social participation - in the context of proliferating constraints imposed by international financial pressures on enacting redistributive social and economic policies. New strategies must be developed to meet these challenges. These essays - which are the product of a transnational comparative dialogue among academics and practitioners in labour law and related legal fields, including social security, immigration, trade, and development - identify, analyse, and respond to some of the conceptual and policy challenges posed by globalization.

The lack of gender parity in the governance of business corporations has ignited a heated global debate, leading policymakers to wrestle with difficult questions that lie at the intersection of market activity and social identity politics. Drawing on semi-structured interviews with corporate board directors in Norway and documentary content analysis of corporate securities filings in the United States, Challenging Boardroom Homogeneity empirically investigates two distinct regulatory models designed to address diversity in the boardroom: quotas and disclosure. The author's study of the Norwegian quota model demonstrates the important role diversity can play in enhancing the quality of corporate governance, while also revealing the challenges diversity mandates pose. His analysis of the US regime shows how a disclosure model has led corporations to establish a vocabulary of 'diversity'. At the same time, the analysis highlights the downsides of affording firms too much discretion in defining that concept. This book deepens ongoing policy conversations and offers new insights into the role law can play in reshaping the gendered dynamics of corporate governance cultures.