Working Time Briefingpaper
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
Managing Wage and Hour Risks in a Digitally Connected World
A Matter of Time: Managing Wage and Hour Risks in a Digitally Connected World Prepared by Jeffrey Brecher Jackson Lewis P.C. (631) 247-4652 | [email protected] Eric Magnus Jackson Lewis P.C. (404) 586-1820 | [email protected] This paper is meant to provide information of a general and educational nature and does not constitute legal advice or create an attorney-client relationship. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. The views expressed in this paper are solely those of the authors and do not necessarily represent the views of their firm or its principals or clients. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis. ©2017 Jackson Lewis P.C. This paper is scheduled to be published in the June 2017 edition of the Journal of Internet Law, produced by Aspen Publishing. The authors would like to thank Jackson Lewis Associate, Roberto Concepcion, for his assistance with the preparation of this paper. 1 I. Introduction Many people are addicted to their phones. They check them constantly throughout the day (sometimes every few minutes) to determine whether a new e-mail or text message has been sent or a new item posted on Facebook, Instagram, Snapchat, and the myriad other social media applications that exist. To ensure immediate notification of incoming mail, users can also set their phone to provide an audio notification when a new e-mail, voicemail, or text message has arrived, and select from hundreds of tones to announce the message—whether a “chime,“ “ding,” or “swoosh.” But some of those addicts checking their phones are employees, and they are checking their phones for work related e-mail and messages. -
Labour Standards and Economic Integration
Chapter 4 LABOUR STANDARDS AND ECONOMIC INTEGRATION A, INTRODUCTION AND MAIN FINDINGS the establishment of a “social clause” in the GATT. Then there is thc vicw that labour standards are a poten- tial determinant of economic efficiency [Sengenberger Over the last decade, the process of creating and (1991); Castro et al. (‘I 992j1, Without international stand- enlarging regional trading areas (RTAs j has gathered ards, firms will compete by offering poor working condi- momentum. The EC Single Market, European Free Trade tions. The imposition of a floor to wages and employ- Agreement (EFTA) and North America Free Trade ment protection legislation, it is argued, will create a Agreement (NAFTA) are important examples of RTAs in stable labour relations framework conducive to improved the OECD area. The membership of these RTAs includes human capital and higher real incomes, and thereby boost countries with different levels of economic development world trade. Thus, the establishment of certain labour and with different labour standards. The issue arises as to standards would be justified un long-term efficiency whether some degree of harmonization of labour stand- grounds. A third group argues that, on the contrary, ards is called for, so as to prevent trade liberalisation exogenously imposed labour standards may produce det- stemming from economic integration from eroding work- iimental output and trade effects [Fields (1990)l. Accord- ing conditions, Governments and firms may indeed be ing to this vicw, working conditions should improve tcinptcd to put pressure on working conditions and social hand in hand with economic development and so policy- protection in an effort to improve competitiveness in makers should focus on outcomes rather than on the world markets, generating what has been called “social regulations and institutional arrangements governing dumping”. -
Anti-Slavery International Submission to the UN Special Rapporteur on Contemporary Forms of Slavery, Including Its Causes and Consequences
May 2018 Anti-Slavery International submission to the UN Special Rapporteur on contemporary forms of slavery, including its causes and consequences Questionnaire for NGOs and other stakeholders on domestic servitude Question 1 Please provide information on your organisation and its work with migrant domestic workers who became victims of contemporary forms of slavery, including the countries in which you work on this issue. Anti-Slavery International, founded in 1839, is committed to eradicating all forms of slavery throughout the world including forced labour, bonded labour, trafficking of human beings, descent-based slavery, forced marriage and the worst forms of child labour. Anti-Slavery International works at the local, national and international levels to eradicate slavery. We work closely with local partner organisations, directly supporting people affected by slavery to claim their rights and take control of their lives. Our current approaches include enabling people to leave slavery, through exemplar frontline projects with partner agencies; helping people to recover from slavery, with frontline work ensuring people make lasting successful lives now free from slavery; supporting the empowerment of people to be better protected from slavery; and using this knowledge base to inform, influence and inspire change through advocacy and lobbying within countries for legislation, policy and practice that prevent and eradicates slavery; international policy work and campaigning; and raising the profile and understanding of slavery through media work and supporter campaigns. We have projects across four continents. While the number of projects and the individual countries covered by projects varies at any one time, our current and/or recent work includes the United Kingdom, Peru, Mali, Mauritania, Niger, Senegal, Tanzania, Bangladesh, India, Nepal, Lebanon, Turkmenistan, Uzbekistan and Vietnam. -
ILO Monitor: COVID-19 and the World of Work. Sixth Edition Updated Estimates and Analysis
� ILO Monitor: COVID-19 and the world of work. Sixth edition Updated estimates and analysis 23 September 2020 Key messages Latest labour market developments � The latest data confirm that working-hour losses are reflected in higher levels of unemployment and Workplace closures inactivity, with inactivity increasing to a greater � At 94 per cent, the overall share of workers residing extent than unemployment. Rising inactivity in countries with workplace closures of some sort is a notable feature of the current job crisis remains high. The share of workers in countries calling for strong policy attention. The decline in with required closures for all but essential employment numbers has generally been greater workplaces across the entire economy or in for women than for men. targeted areas is still significant, though there are large regional variations. Among upper- Labour income losses middle-income countries, around 70 per cent of � workers continue to live in countries with such These high working-hour losses have translated strict lockdown measures in place (whether into substantial losses in labour income. nationwide or in specific geographical areas), while Estimates of labour income losses (before taking in low-income countries, the earlier strict measures into account income support measures) suggest have been relaxed considerably, despite increasing a global decline of 10.7 per cent during the first numbers of COVID-19 cases. three quarters of 2020 (compared with the corresponding period in 2019), which amounts Working-hour losses: Again higher to US$3.5 trillion, or 5.5 per cent of global gross domestic product (GDP) for the first three quarters than previously estimated of 2019. -
Self-Employment in a Changing World of Work Decent Work for All Through Building Collective Power
SELF-EMPLOYMENT IN A CHANGING WORLD OF WORK DECENT WORK FOR ALL THROUGH BUILDING COLLECTIVE POWER Final report Johannes Anttila, Julia Jousilahti, Niko Kinnunen and Johannes Koponen May 2020 "This report has been commissioned by UNI Europa and written by Demos Helsinki in the framework of the EU project “Shaping the future of work in a digitalised services industry through social dialogue”. Graphic Design by Vertigo Creative Studio "This project receives support from the European Commission. This publication reflects the views of the authors only and the Commission cannot be held responsible for any use which may be made of the information contained therein." TABLE OF CONTENTS CHAPTER 1 Changing rules in a changing world of work – unions showing the way ���������������������������6 CHAPTER 2 Self-employment in focus: conditions, challenges and possibilities for collective power ��9 Classifying the Self-Employed ��������������������������������������������������������������������������������������������������������������������������10 The self-employed in the European workforce �����������������������������������������������������������������������������������������������12 The collective power of the self-employed in practice ����������������������������������������������������������������������������������13 Biggest challenges of the self-employed ��������������������������������������������������������������������������������������������������������15 CHAPTER 3 Learning from each other –building collective power to guarantee decent work -
Vacation Laws and Annual Work Hours
Vacation laws and annual work hours Joseph G. Altonji and Jennifer Oldham Introduction and summary country, we find that an additional week of legislated Many European countries have laws mandating mini- paid vacation results in 51.9 fewer hours worked per mum paid vacations and holidays. The U.S. does not. year. Given that usual hours per week for full-time The number of mandated days has risen over time workers in the European countries in our sample (ex- and exceeds the levels taken by the average worker cluding Norway) averaged 40.2 in 1998, this estimate in the U.S. Over the past three decades, annual hours implies that mandating an extra week of paid vacation worked in Europe have fallen relative to hours in the translates more than one for one into a reduction in U.S. Is there a connection among these phenomena? weeks worked, although one cannot statistically reject To address this question, one must first consider a coefficient of 40. As we explain below, this result how work hours are determined, as well as the role of should be regarded with caution because it is driven vacation policy at the level of the firm and at the level by a relatively small number of within-country law of the country. We summarize evidence for the U.S. changes, although it is robust to extending the sample that firms care about work hours and use firm-wide to include hours and vacation laws from the early 1950s. vacation policies as a way to regulate them and dis- The estimate falls to about 35 hours per year when we cuss theories of why, despite worker heterogeneity, they introduce separate time trends for the U.S. -
Short-Time Work Compensation Schemes and Employment
PIERRE CAHUC Sciences Po, France, and IZA, Germany Short-time work compensation schemes and employment Temporary government schemes can have a positive economic effect Keywords: working time, unemployment insurance, labor hoarding, short-time work, unemployment, employment ELEVATOR PITCH Job protection and short-time work take-up rates Government schemes that compensate workers for the TR loss of income while they are on short hours (known as 4 short-time work compensation schemes) make it easier IT up rate (%) DE for employers to temporarily reduce hours worked so - JP LU that labor is better matched to output requirements. 2 FI Because the employers do not lay off these staff, the CZ IE CH FR ES schemes help to maintain permanent employment SK NL CA HU AT NO levels during recessions. However, they can create US NZ KR DK SE PT inefficiency in the labor market, and might limit labor Short-time work take 0 GB AS IS PL GR market access for freelancers and those looking to 0 1 2 3 4 OECD overall employment protection index work part-time. Source: Based on [1]; Figure 7. KEY FINDINGS Pros Cons Short-time work compensations reduce layoffs and Compensation schemes are not beneficial to make it easier for employers to adjust their workers’ temporary workers, who do not qualify for payments hours to meet work requirements. and may be excluded from the labor market. Because fewer people lose their jobs, both the By distorting the labor market, short-time work employer and the state pay less in unemployment compensation schemes can lead to inefficiency; benefits. -
International Labour Organisation
1 International Labour Organisation Introduction The International Labour Organization is an organization in the United Nations System which provides for tripartite—employers, unions, and the government-representation. The International Labour Organization (ILO) was established in 1919 and its headquarter is in Geneva. It is one of the important organs of the United Nations System. The unique tripartite structure of the ILO gives an equal voice to workers, employers and governments to ensure that the views of the social partners are closely reflected in labour standards and in shaping policies and programmes. The main aims of the ILO are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue on work-related issues. Origin of International Labour Organisation The ILO was founded in 1919, in the wake of a destructive war, to pursue a vision based on the premise that universal, lasting peace can be established only if it is based on social justice. The ILO became the first specialized agency of the UN in 1946. The ILO was established as an agency of the League of Nations following World War I, its founders had made great strides in social thought and action before 1919. The core members all knew one another from earlier private professional and ideological networks, in which they exchanged knowledge, experiences, and ideas on social policy. In the post–World War I euphoria, the idea of a "makeable society" was an important catalyst behind the social engineering of the ILO architects. As a new discipline, international labour law became a useful instrument for putting social reforms into practice. -
Hours of Work in American Industry
This PDF is a selection from an out-of-print volume from the National Bureau of Economic Research Volume Title: Hours of Work in American Industry Volume Author/Editor: Leo Wolman Volume Publisher: NBER Volume URL: http://www.nber.org/books/wolm38-1 Publication Date: 1938 Chapter Title: Hours of Work in American Industry Chapter Author: Leo Wolman Chapter URL: http://www.nber.org/chapters/c4124 Chapter pages in book: (p. 1 - 20) BUREMIt:iF flESUtRCII L National Bureau • BULLETIN 71 of EconOmic Research NOVEMBER 27, 1938 1819 BROADWAY,NEW YORK • /f c4 NONPROFIT CORPORATION FOR IMPARTIAL STUDIES IN ECONOMIC AND SOCIAL Hours of Work in American Industry LEO WOLMAN Cop,ritht1938, National Bureau of Economic Research, Inc. • It is a commonplace of the economic history of industrial full time hours of factory employees declined from 55.1 to Countries during the last century that the hours of work51.0 a week; the second was the. recent, and in this re- of nearly all classes of employees have been radically andspect more spectacular, period of the N.R.A., 1933-35, progressively reduced. In 1851 the union of newspaperwhen the average length of the prevailing work week in compositors in New York City recommended to the news-manufacturing industries was reduced by approximately 8 paper industry of that city a work week of six 12-hour hours, from roughly 50 to about 42 hours. days, or 72 hours'; in 1938 their w-eek wras 373/2 hours. Within the last century the printer's week was thus re- The factors that help to explain and are responsible for these changes in working hours are many. -
Law-And-Economics Approaches to Labour and Employment Law Stewart J
Cornell University Law School Scholarship@Cornell Law: A Digital Repository Cornell Law Faculty Publications Faculty Scholarship 3-2017 Law-and-Economics Approaches to Labour and Employment Law Stewart J. Schwab Cornell Law School, [email protected] Follow this and additional works at: http://scholarship.law.cornell.edu/facpub Part of the Labor and Employment Law Commons, and the Law and Economics Commons Recommended Citation Stewart J. Schwab, "Law-and-Economics Approaches to Labour and Employment Law," 33 International Journal of Comparative Labour Law and Industrial Relations (2017) This Article is brought to you for free and open access by the Faculty Scholarship at Scholarship@Cornell Law: A Digital Repository. It has been accepted for inclusion in Cornell Law Faculty Publications by an authorized administrator of Scholarship@Cornell Law: A Digital Repository. For more information, please contact [email protected]. Law-and-Economics Approaches to Labour and Employment Law * Stewart J. SCHWAB This article describes the distinctive approaches that law and economics takes to labour and employment law. The article distinguishes between ‘economic analysis of law’ and ‘law and economics’, with the former applying economic models to generally simple legal rules while the latter blends messier institutional detail with legal and economic thought. The article describes three eras of law-and-economics scholarship, recognizing that economics teaches that markets work and markets fail. Era One emphasizes that labour laws and mandatory employment rules might reduce overall social welfare by preventing a benefit or term from going to the party that values it most highly. Era Two emphasizes that labour and employment laws might enhance overall social welfare by correcting market failures arising from monopsony power, externalities, public goods, asymmetric information, information-processing heuristics, and internal labour markets. -
Labour Code Slovak Republic
Labour Code Slovak Republic - Slovakia Collection of Laws Years 2001 - 2012 Full Wording 1 Capitulation of the Slovak Labour Code – full wording (2012) FUNDAMENTAL PRINCIPLES Articles 1 – 11 Part One GENERAL PROVISIONS Scope of the Labour Code § 1 – 6 Employer § 7 – 10 Employee § 11 Employees´ representatives § 11 a Employees´ representatives § 12 Prohibition of discrimination–Title is deleted with effect from 1 July 2004 § 13 Settlement of disputes § 14 Legal actions § 15 – 16 Invalidity of legal action § 17 Contract § 18 – 19 Securing of rights and obligations resulting from labour-law relations § 20 Employees‟ claims resulting from labour-law relations in the event of § 21 insolvency of employer Obligation to provide information § 22 Sections 23 to 26 are deleted with effect from 1 January 2004 § 23 – 26 Transfer of rights and obligations resulting from labour-law relations § 27 – 31 Agreement on disputed claims § 32 – 34 Death of employee § 35 Extinction of a right § 36 Calculation of time § 37 Delivery § 38 Interpretation of selected terms § 39 – 40 Part Two EMPLOYMENT RELATIONSHIP Pre-contractual relations § 41 Employment contract § 42 – 44 Probationary period § 45 Establishing of employment relationship § 46 Obligations resulting from employment relationship § 47 Fixed term employment relationship § 48 2 Employment relationship with reduced working time § 49 – 50 Job sharing § 49a Section 51 is deleted with effect from 1 July 2003 § 51 Home work and telework § 52 Employee performing a clerical activity § 52a Conclusion of an employment -
Does Labour Law Need Philosophical Foundations? (Introduction)
Columbia Law School Scholarship Archive Faculty Scholarship Faculty Publications 2018 Does Labour Law Need Philosophical Foundations? (Introduction) Hugh Collins Oxford University All Souls College, [email protected] Gillian L. Lester Columbia Law School, [email protected] Virginia Mantouvalou University College London, [email protected] Follow this and additional works at: https://scholarship.law.columbia.edu/faculty_scholarship Part of the Labor and Employment Law Commons, Law and Philosophy Commons, and the Law and Politics Commons Recommended Citation Hugh Collins, Gillian L. Lester & Virginia Mantouvalou, Does Labour Law Need Philosophical Foundations? (Introduction), PHILOSOPHICAL FOUNDATIONS OF LABOUR LAW, HUGH COLLINS, GILLIAN LESTER & VIRGINIA MANTOUVALOU, EDS., OXFORD UNIVERSITY PRESS, 2018 (2018). Available at: https://scholarship.law.columbia.edu/faculty_scholarship/2534 This Working Paper is brought to you for free and open access by the Faculty Publications at Scholarship Archive. It has been accepted for inclusion in Faculty Scholarship by an authorized administrator of Scholarship Archive. For more information, please contact [email protected]. Introduction: Does Labour Law Need Philosophical Foundations? Hugh Collins,* Gillian Lester** and Virginia Mantouvalou*** Philosophical foundations of labour law is emerging as a new field of scholarship. As far as we know, a book on this subject has not yet been published, though in recent years several exploratory articles and book chapters have directly addressed the theme.1 In addition, some monographs that engage with philosophy have examined aspects of labour law such as dismissal, the statutory minimum wage, freedom of association, recognition of trade unions for the purpose of collective bargaining, and the right to work.2 Building on those initiatives, this collection of essays tries to develop a philosophical perspective on the subject of labour law as a whole.