In persuading the Supreme Court that same-sex couples have a constitutional right to marry, the LGBT rights movement has achieved its most important objective of the last few decades. Throughout its history, the marriage equality movement has been criticized by those who believe marriage rights were a conservative cause overshadowing a host of more important issues. Now that nationwide marriage equality is a reality, everyone who cares about LGBT rights must grapple with how best to promote the interests of sexual and gender identity minorities in a society that permits same-sex couples to marry. This book brings together 12 original essays by leading scholars of law, politics, and society to address the most important question facing the LGBT movement today: What does marriage equality mean for the future of LGBT rights? After Marriage Equality explores crucial and wide-ranging social, political, and legal issues confronting the LGBT movement, including the impact of marriage equality on political activism and mobilization, antidiscrimination laws, transgender rights, LGBT elders, parenting laws and policies, religious liberty, sexual autonomy, and gender and race differences. The book also looks at how LGBT movements in other nations have responded to the recognition of same-sex marriages, and what we might emulate or adjust in our own advocacy. Aiming to spark discussion and further debate regarding the challenges and possibilities of the LGBT movement's future, After Marriage Equality will be of interest to anyone who cares about the future of sexual equality.

This monograph was originally developed as a direct response to the claim made by members of the 'Employers Group' at the 2012 International Labour Conference, namely that the right to strike is not protected in international law, and in particular by ILO Convention 87 on the right to freedom of association. The group's apparent aim was to sow sufficient doubt as to the existence of an internationally protected right so that governments might seek to limit or prohibit the right to strike at the national level while still claiming compliance with their international obligations. In consequence, some governments have seized on the employers' arguments to justify new limitations on that right. The Right to Strike in International Law not merely refutes this claim but is the only complete and exhaustive analysis on this subject. Based on deep legal research, it finds that there is simply no credible basis for the claim that the right to strike does not enjoy the protection of international law; indeed, the authors demonstrate that it has attained the status of customary international law.

Der Minister fur Wissenschaft und Forschung des Landes Nordrhein/Westfalen hat das For- schungsvorhaben zum Thema "Landespersonalver- tretungsgesetze und Bundespersonalvertretungs- gesetz unter Aspekten der Mitbestimmung und Mitwirkung in den Krankenhausern Nordrhein- Westfalens" gef6rdert. Gegenstand des Forschungsberichts ist die Frage, ob die Anwendung der geltenden personalvertre- tungsrechtlichen Vorschriften in der Praxis der Krankenhauser zu besonderen Schwierigkeiten fuhrt. Ferner wird geprlift, ob gegebenenfalls auftretende Probleme durch gesetzgeberische MaBnahmen ge16st werden k6nnen. Nicht behandelt werden folgende Problemkreise: - private Krankenhauser - kirchliche Krankenhauser - Krankenhausgesetze der Lander - mit Hochschulgesetzen zusammenhangende Fragen - sozialwissenschaftliche und volkswirtschaftliche Aspekte. - IV - Die Untersuchung ist im Jahre 1978 wahrend meiner Zugehorigkeit zum Direktorium des Instituts fur Sozialrecht der Ruhr-Universitat Bochum begonnen und nach meiner Berufung an die Universitat Bayreuth von mir weiterhin wissenschaftlich betreut worden. Rechtsprechung und Literatur sind bis Anfang 1980 ausgewertet worden. Ich danke den Mitarbeiterinnen und Mitarbeitern des Instituts fur die geleistete Arbeit. Der deutschen Krankenhausgesellschaft und den im Bericht genannten Krankenhausern danke ich fur die UnterstUtzung.

WHAT IF YOUR BOSS WAS AN ALGORITHM? The gig economy promises to revolutionise work as we know it, offering flexibility and independence instead of 9-to-5 drudgery. The potential benefits are enormous: consumers enjoy the convenience and affordability of on-demand work while micro-entrepreneurs turn to online platforms in search of their next gig, task, or ride. IS THIS THE FUTURE OF WORK? The gig economy promises to revolutionise work as we know it, offering flexibility and independence instead of 9-to-5 drudgery. The potential benefits are enormous: consumers enjoy the convenience and affordability of on-demand work while micro-entrepreneurs turn to online platforms in search of their next gig, task, or ride. HOW CAN WE PROTECT CONSUMERS & WORKERS WITHOUT STIFLING INNOVATION? As courts and governments around the world begin to grapple with the gig economy, Humans as a Service explores the challenges of on-demand work, and explains how we can ensure decent working conditions, protect consumers, and foster innovation. Employment law plays a central role in levelling the playing field: gigs, tasks, and rides are work - and should be regulated as such.

In the highly industrialized countries about 20% of all workers have to do shiftwork including nightshifts. Furthermore about half of the shift- workers also have to work at weekends (so-called continuous shiftwork). There are social, economic or technological reasons for shiftwork. Many shiftworkers complain of disturbances of wellbeing, sleep, appetite and performance whereas only a few persons have to expect special illnesses like ulcera of the gastric intestinal system. The main problem of shiftwork is the question of adaptation of the circa- dian rhythms of physiological functions to the phase-shifting of work and sleep. Factors concerning social situation and personality as well as other social interactions are important as intervening variables. The best way to cope with the practical problems of shiftwork is a liberal management allowing the worker to choose the form of work he prefers (day- shift, shiftwork, continuous work). Thus people who are not able to adapt to shiftwork (about 10-20% of the shiftworkers) may leave shiftwork in time to prevent the occurence of illnesses.

Hospitality Management Law introduces students to legal concepts as applied to the hospitality industry. The text provides knowledge of business law concepts for preventative action, when to contact a lawyer, and how to navigate a myriad of legal situations. The text includes an historical overview of the sources of American law complemented with the fundamentals of litigation. Included is an explanation of substantive areas of business law as applied to the hospitality industry. Subsequent chapters explain the procedural components of a lawsuit in more detail. Topical coverage includes contracts, negligence, government regulation, business relations, finance and banking, and international business issues. Hospitality Management Law is ideal for courses in business management and business law. It provides students and industry professionals with a solid knowledge base to compete within the industry.

1.1. Begriff, Wesen und Gliederung des Arbeitsrechts 1 Begriff. Arbeitsrecht ist das Sonderrecht der Arbeitnehmer (1). Im Mittelpunkt des Arbeitsrechtes stehen die Personen, die auf grund eines privatrechtlichen Vertrages (oder eines ihm gleichgestellten Rechtsverhaltnisses) verpflichtet sind, Arbeit im Dienste eines anderen (des Arbeitgebers) nach dessen Weisungen zu leisten. Zum Arbeitnehmerbegriff vgl. Kap. 2, Tz 8f. Arbeitsrecht ist also nicht gleichzusetzen mit Recht der Arbeit. Arbeit leisten neben den Arbeitnehmern auch andere Personen, ohne dass sie unter das Arbeitsrecht fallen. Beispiele: Unternehmer, Gesellschafter einer Handelsgesellschaft, selbstandige Handwerker, frei praktizierende AErzte, Rechtsanwalte, Architekten, frei schaffende Kunstler usw. Arbeit leisten ferner die Beamten, der mithelfende Ehegatte, Ordensleute, Diakonissen, Strafgefangene und Fursorgezoeg- linge; diese Personen unterliegen ebenfalls nicht dem Arbeitsrecht. Zur Begrundung vgl. Kap. 2, Tz 8 f. Daraus wird deutlich, dass die Bezeichnung Arbeitsrecht sprachlich ungenau ist (2). 2 Wesen. Charakteristisch fur das Arbeitsrecht sind vor allem zwei Besonderheiten. - Im Arbeitsrecht haben Rechtsprechung und Lehre ein groesseres Gewicht als in anderen Rechtsgebieten. Zwar gibt es eine Fulle von Rechtsvorschriften auf dem Gebiet des Arbeitsrechtes (vgl. hierzu Tz 7); es bleiben aber immer noch viele Fragen offen, die vom Gesetzgeber bisher uberhaupt nicht oder nicht erschoepfend geregelt worden sind. Mehr als auf anderen Rechtsgebieten liegt daher die Schliessung von Gesetzeslucken und die Rechtsfortbildung in den Handen der Wissenschaft und der Rechtsprechung (3), insbesondere des Bundesarbeitsgerichts.

This publication details how technical and vocational education and training (TVET) has evolved in Tajikistan and other countries in Central Asia. It offers recommendations to enhance regional cooperation in labor market and TVET development. Tajikistan and other countries in Central Asia, such as Kazakhstan, the Kyrgyz Republic, Turkmenistan, and Uzbekistan, are striving to align TVET with their economic realities. Job shortage and the gap between TVET and the needs of employers must be addressed by these countries. The publication recommends improvements across different areas, including management and governance as well as regional collaboration and experience sharing.