DOCSLIB.ORG

Bangladesh Labour Law 2020 Pdf Free Download

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Bangladesh Labour Law 2020 Pdf Free Download Bangladesh labour law 2020 pdf free download Continue Academia.edu no longer supports the Internet Explorer.To browse the Academia.edu and the wider Internet faster and more securely, please take a few seconds to update the browser. Academia.edu uses cookies to personalize content, adapt ads, and improve user experience. Using our website, you agree to our collection of information using cookies. To learn more, review our privacy policy.× Intermediaries in the relationship between employees, employers, trade unions and state labor laws (also known as labor law or labor law) mediates the relationship between employees, organizations, trade unions and the government. Collective labour law is linked to a three-way relationship between an employee, an employer and a union. Individual labour law applies to workers' rights at work as well as under an employment contract. Employment standards are social norms (in some cases also technical standards) for minimum socially acceptable conditions under which workers or contractors are allowed to work. Government agencies (such as the former U.S. Employment Standards Authority) enforce labor laws (legislative, regulatory, or judicial). Story Home article: The history of labor law Labor law arose in parallel with the Industrial Revolution as the relationship between employee and employer changed from small production studios to large-scale factories. Workers seek to improve conditions and the right to join a union, while employers seek a more predictable, flexible and less expensive workforce. Labour law is thus both a product and a component of the struggle between different social forces at any given time. Since Britain was the first country to industrialize, it was also the first to face the often horrific consequences of the industrial revolution within a less regulated economic framework. During the late 18th and early 19th centuries, the foundations of modern labour law gradually laid the groundwork, as some of the most egregious aspects of working conditions were steadily expanded through legislation. This was largely achieved through concerted pressure from social reformers, notably Anthony Ashley-Cooper, 7th Earl of Shaftesbury, and others. Child labour A serious outbreak of fever in 1784 at cotton mills near Manchester sparked widespread public opinion against the use of children in dangerous conditions. A local inquiry, chaired by Dr Thomas Percival, was launched by peace judges in Lancashire and the report recommended that children's working hours be restricted. In 1802, it was adopted major legislation on the health and morality of students. It was the first, albeit modest, step towards protecting labour. The law limited working hours to twelve per day and canceled night work. It requires a basic level of education for all as well as adequate sleeping accommodation and clothing. The rapid industrialization of manufacturing at the turn of the 19th century led to a rapid increase in child employment, and public opinion was constantly aware of the appalling conditions in which these children were forced to live. The Factory Act of 1819 was the result of the efforts of industrialist Robert Owen and prohibited child labour under the age of nine and limited the working day to twelve. An important milestone in labour law was the Factory Act of 1833, which restricted the employment of children under the age of eighteen, prohibited all night work and, crucially, enforced the law by inspectors. Michael Sadler and the Earl of Shaftesbury were key to the campaign and enforcement of this legislation. This act is an important step forward in providing for qualified workplace inspection and strict enforcement of the law by an independent government body. The long-running campaign to limit the working day by ten hours was led by Shaftesbury and included support for the Anglican Church. Many committees had been formed to support the case, and some earlier groups had also lent their support. The campaign finally led to the passage of the Factory Act 1847, which limited the working hours of women and children in British factories to effectively 10 hours a day. Working conditions These early efforts were mainly aimed at limiting child labour. The plight of the labour force as a whole has been highlighted for the first time since the mid-19th century. In 1850, systematic reporting of fatal accidents became mandatory, and since 1855 basic health, life and health guarantees in the mines have been introduced. Additional rules were also established regarding ventilation, fences of abandoned mines, alarm standards, and appropriate sensors and valves for steam boilers and related equipment. In 1860 and 1872, a number of other acts expanded legal provisions and strengthened security provisions. The sustainable development of the coal industry, the growing association of miners and the expansion of scientific knowledge paved the way for the Adoption of the Coal Mines Act 1872, which extended the legislation to similar industries. The same law includes the first comprehensive code of regulation governing legal safeguards for health, life and health. There is also a more certified and competent guide and an increase in the level of inspections. By the end of the century, a comprehensive set of regulations had been established in England that affected all industries. A similar system (with certain national differences) was introduced in other industrialized countries in the second half of the 19th and early 20th centuries. Individual Employment Law Employment Terms Main Articles: Employment Contract, and intellectual capital The main feature of employment law in almost every country is that the rights and responsibilities of the employee and the employer are mediated within the framework of the employment contract between them. This has been the case since the collapse of feudalism. Many contract terms are covered by law or common law. In the United States, for example, most state laws allow employment for hire, which means that an employer can dismiss an employee from office for any reason as long as the cause is not explicitly prohibited, and conversely, an employee can resign at any time, for any reason (or without reason), and is not required to give notice. The main problem for any business is to understand the relationship between employee and master. There are two types of employees, independent contractors and employees. They are differentiated depending on the level of control that the master has on them. If an employee is provided with tools and resources, he is regularly monitored, paid, etc., he is considered an employee of the company. Employees must act in the best interests of the employer. One example of employment conditions in many countries is the obligation to provide written employment data with contracts to employees. This allows the employee to know exactly what to expect and what is expected. It covers issues such as compensation, leave and the right to illness, notice in case of dismissal and job description. The treaty is subject to various legal provisions. An employer cannot legally offer a contract that pays the employee less than the minimum wage. The employee cannot agree to a contract that allows the employer to fire them for illegal reasons. Intellectual property is a vital asset of the business, employees add value to the company, creating intellectual property. In accordance with the trade aspects of intellectual property rights (TRIWITS), intellectual property is personal property. Intellectual property is used by large companies as a competitive advantage to protect themselves from competition. Given the conditions, if the employee is in a relationship between the agent and the director, he is an employee of the company, and if the employee's invention is in the sphere of employment, i.e. if the employee creates a new product or process to increase productivity and create the wealth of organizations using the company's resources, then the intellectual property belongs exclusively to the company. New business products or processes are protected by patents. However, there are many typical opinions about delicious inventions, one such argument is the invention of Software. However, there are many arguments and opinions on patenting software inventions: in the Diamond V case. The United States Supreme Court has decided that Diehr is a patent patent because they improved the existing process, not because they were implemented on the computer. Minimum Wage Main Article: Minimum Wage Many jurisdictions determine the minimum amount that an employee can be paid per hour. Algeria, Australia, Belgium, Brazil, Canada, China, France, Greece, Hungary, India, Ireland, Japan, Korea, Luxembourg, the Netherlands, New ealand, Paraguay, Portugal, Poland, Romania, Spain, Taiwan, United Kingdom, United States, Vietnam, Germany (in 2015) and others have laws of this kind. The minimum wage is usually higher than the lowest wage, determined by the forces of supply and demand in the free market, and therefore acts as a price minimum. Each country set its own laws and minimum wage provisions, and while most industrialized countries had a minimum wage, many developing countries did not. The minimum wage is regulated and provided in some countries that do not have clear laws. In Sweden, the issue of the minimum wage is discussed among labour market participants (unions and employers' organizations) on the basis of collective agreements, which also cover non-union workers in the workplace by collective bargaining agreements. There is no minimum wage in workplaces without collective bargaining agreements. Unorganized employers can sign replacement agreements directly with unions, but not all. The Swedish case shows that in countries where there is no regulation, part of the labour market will not regulate the minimum wage, since self-regulation applies only to jobs and workers covered by collective bargaining agreements (in Sweden, about 90 per cent of workers). National minimum wage laws were first introduced in the United States in 1938, Brazil in 1940, India in 1948, France in 1950 and The United Kingdom in 1998.
Load more

Recommended publications
  • Discrimination Law in France
    Discrimination Law in France Discrimination Law In France Pascal Lokiec University Paris XIII The principle of non discrimination is a core aspect of French labour law. The sources of discrimination law are diverse. The first is constituted of EC law, that has largely determined the French law of discrimination. The second comes from the French constitution. The principle of non discrimination has constitutional value, by virtue of the Preamble to the Constitution of 1946 that prohibits discrimination with regard to criteria of sex, race, belief and trade union activity, and of the current Constitution (1958) that contains a provision according to which "the nation ensures equality before the law of all citizens, whatever their ethnic origin, race or religion (article 2). Moving from the Constitution to statute law, the labour code contains several provisions on discrimination, especially a provision that lists all grounds of prohibited discrimination: article L 122-45. Two preliminary remarks are necessary. First, French labour law has largely been influenced by EC law relative to discrimination, and the case law of the European Court of Justice is at least as important as that of the Cour de cassation to understand the law of discrimination applicable in France. Second, although discrimination law has considerably increased in importance in French law, due to the influence of the European Union, French labour law is not built around discrimination law. And the focus on discrimination is regularly criticised in the name of workers protections. For instance, an attempt has been made to see harassment as an issue of sex discrimination, which would certainly have weakened the law of harassment, especially the possibility to rule against psychological harassment which is not at first a problem of discrimination.
    [Show full text]
  • Labour Market Reforms and Collective Bargaining in France
    A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Nikolka, Till; Poutvaara, Panu Article Labour Market Reforms and Collective Bargaining in France ifo DICE Report Provided in Cooperation with: Ifo Institute – Leibniz Institute for Economic Research at the University of Munich Suggested Citation: Nikolka, Till; Poutvaara, Panu (2019) : Labour Market Reforms and Collective Bargaining in France, ifo DICE Report, ISSN 2511-7823, ifo Institut – Leibniz-Institut für Wirtschaftsforschung an der Universität München, München, Vol. 16, Iss. 4, pp. 44-49 This Version is available at: http://hdl.handle.net/10419/199048 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten Nutzungsrechte. may exercise further usage rights as specified in the indicated licence. www.econstor.eu REFORM MODEL REFORM MODEL Till Nikolka and Panu Poutvaara lenges facing the French economy.
    [Show full text]
  • “Loi Travail: the Article 2 and the Reversal of the Hierarchy of Norms in the French Labour Market”
    Master Degree Program - Second Cycle (D.M 270/2004) - In International Management Corso di Laurea Magistrale in Economia e Gestione delle Aziende Final Thesis “Loi Travail: the Article 2 and the Reversal of the Hierarchy of Norms in the French Labour Market” Supervisor Professor Gaetano Zilio Grandi Co-Supervisor Professor Giuliano Zanchi Graduand Giulia Tonelli Matricolation Number 855458 Academic Year 2015/2016 1 In Memory of my Grandfather.. 2 Table of contents Introduction .…………………….……………………………………………………………………………............4 Chapter 1: A controversial French Labour Reform……………………………………………….6 1.1 Criticism and Manifestation…………………………………………………………………………………..6 1.2 Art 49, 3 of the French Constitution……………………………………………………………………..12 1.3 The fight against the French unemployment…………………………………………………….….21 1.4 The Draft Law …………………………………………………………………………………………………....26 1.5 Jobs Act and Loi Travail: a difficult comparison……………………………………………………32 Chapter 2: The development of the Collective Bargaining in France…………………….34 2.1 A brief overview………………………………………………………………………………………………....34 2.2 A constant evolution of the CBA in the French reforms ………………………………………..39 2.3 The role played by Jurisprudence and State………………………………………………………….48 2.4 Bilan 2015: An analysis of the results …………………………………………………………………..52 2.5 An economic approach to the Collective Bargaining……………………………………………..57 2.6 An European view……………………………………………………………………………………………….59 Chapter 3: The ex-Art.2 and the Reversal of the “Hierarchy of Norms”……………..…64 3.1 The Hierarchy of Standards…………………………………………………………………………………66
    [Show full text]
  • The Evolution of Labour Law: Calibrating and Comparing Regulatory Regimes
    View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Research Papers in Economics THE EVOLUTION OF LABOUR LAW: CALIBRATING AND COMPARING REGULATORY REGIMES Centre for Business Research, University of Cambridge Working Paper No. 352 by Simon Deakin Centre for Business Research University of Cambridge Judge Business School Building Trumpington Street Cambridge CB2 1AG [email protected] Priya Lele Ashursts 5 Broadwalk House Appold Street UK London EC2A 2HA [email protected] Mathias Siems School of Law University of Edinburgh Old College South Bridge Edinburgh EH8 9YL [email protected] September 2007 This Working Paper forms part of the CBR Research Programme on Corporate Governance Abstract We present evidence on the evolution of labour law in five countries (the UK, USA, Germany, France and India) using a newly-created dataset which measures legal change over time. The results cast light on the claim that legal origin, or the influence of common law and civil law regulatory styles, affects the content of labour law regimes. We find some divergence between common law and civil law countries at the aggregate level but a more complex picture when the index is decomposed so as to identify changes in specific areas of labour law. We discuss the potential significance of this relatively new approach to the measurement of law for understanding the forces at work in the evolution of labour law. JEL Codes: J53, K31 Keywords: labour law, legal origin Acknowledgements The work reported here was carried out at the Centre for Business Research, University of Cambridge, and supported by a grant from the Economic and Social Research Council’s World Finance and Economy Programme.
    [Show full text]
  • Individual Dismissal
    Individual Dismissal India VITTE Oualid EL FAGROUCHI François SAID Géraldine PILARD-MURRAY EWL 2018 EWL 2018 – French Report Table of contents I. Introductory statements p. 4 1) The definition of “dismissal” p. 4 2) The grounds of dismissals p. 4 II. Factors for allowing dismissals p. 7 III. Sources of law regarding dismissals p. 7 IV. Criteria for allowing dismissals p. 10 1) The need of a lawful reason for dismissal p. 10 a) Criterion allowing the dismissal p. 10 b) Disciplinary and non-disciplinary reasons p. 10 c) Unlawful reasons p. 12 2) Dismissal, a management tool? P. 13 V. Formal and procedural requirements p. 15 1) The letter of invitation to a preliminary interview p. 15 2) Preliminary interview p. 15 3) The dismissal letter p. 16 4) Notice period p. 17 5) Consequence of a breach of procedure p. 17 VI. The role of the labour authority, workers’ representatives, and/or collective agreements in dismissal p. 18 Page | 2 EWL 2018 – French Report VII. Judicial control of dismissal p. 19 1) Control of the preliminary interview p. 19 2) Control of the letter of dismissal p. 19 3) Control of the real and serious motive p. 20 4) Matter of the control p. 20 5) Admissibility of the remedy p. 21 6) Control exercised on the employee’s evidence p. 21 7) Investigative measures p. 22 VIII. The consequences and effects of a lawful and unlawful p. 23 dismissal 1) The amount of compensation p. 23 2) The enforcement of the sentence p. 24 3) Error of qualification p.
    [Show full text]
  • Getting the Deal Through – Labour & Employment 2019 – France
    Labour & Employment 2019 Contributing editors Matthew Howse, Sabine Smith-Vidal, Walter Ahrens, K Lesli Ligorner and Mark E Zelek Morgan Lewis © Law Business Research 2019 France Sabine Smith-Vidal and Charles Dauthier Morgan, Lewis & Bockius LLP LEGISLATION AND AGENCIES Enforcement agencies 3 What are the primary government agencies or other entities Primary and secondary legislation responsible for the enforcement of employment statutes and 1 What are the main statutes and regulations relating to regulations? employment? The administration of French labour law is entrusted to the Ministry of The main statutes and regulations relating to employment are the Labour, which is represented by regional and departmental directors Labour Code, the Social Security Code, administrative regulations and and by labour inspectors organised through regional bodies. The judi- collective bargaining agreements, either at a field-of-activity level or cial enforcement of French labour law is the primary responsibility of at a company level. International treaties, European legislation, the the labour courts, which are competent to judge all individual disputes Constitution of 1958 and associated sources and the Civil Code, which arising out of the employment relationship. The Défenseur des droits, contain provisions that apply to employment, should also be mentioned. a French independent administrative authority, may assist the labour courts in order to identify and assess cases of discrimination. Protected employee categories 2 Is there any law prohibiting discrimination or harassment in WORKER REPRESENTATION employment? If so, what categories are regulated under the law? Legal basis 4 Is there any legislation mandating or allowing the The Labour Code protects employees against harassment and discrimi- establishment of employees’ representatives in the nation, either direct or indirect, at work.
    [Show full text]
  • French Labour Law Reforms a Friendlier Legal Landscape
    French labour law reforms A friendlier legal landscape On 23 September 2017 the French government adopted administrative orders setting out details of the labour law reforms on which consultation had been under way since the election of Emmanuel Macron as president in May. The changes are intended to tackle unemployment, and stimulate France’s economy by providing a simpler and more secure set of rules for employers and investors. The most important reforms relate to rules on termination of employment, employee representation and collective negotiation. We summarise the main changes below: Termination of employment A cap set on damages for unfair dismissal Previously the amount of damages that a labour court could award for unfair dismissal was unlimited, and the minimum for an employee with at least two years’ service was six months’ pay. The reforms provide that both minima and maxima will apply. The minimum (again after two years’ service) has been reduced to three months, and lower minima apply in companies with fewer than 11 employees. The maximum ranges from one to 20 months’ gross pay, depending upon length of service: for service up to seven years, the maximum award is one month’s pay per year plus an extra month, and thereafter the maximum increases more slowly (e.g. 10 months’ pay for 10 years’ service, 15.5 months’ pay for 20 years). It should be assumed that for these purposes “gross pay” means total remuneration including variable pay and benefits in kind, though this remains to be confirmed. The new maxima do not apply in certain circumstances (e.g.
    [Show full text]
  • Efrecord Word Template
    WORKING PAPER Digital Age Employment and working conditions of selected types of platform work National context analysis France Employment and working conditions of selected types of platform work Disclaimer: This working paper has not been subject to the full Eurofound evaluation, editorial and publication process. Author: Jean-Philippe Lhernould – University of Poitiers Research Manager: Irene Mandl Eurofound reference number: WPEF18054 Related report: Digital Age – Employment and working conditions of selected types of platform work © European Foundation for the Improvement of Living and Working Conditions (Eurofound), 2018 Reproduction is authorised provided the source is acknowledged. For any use or reproduction of photos or other material that is not under the Eurofound copyright, permission must be sought directly from the copyright holders. Any queries on copyright must be addressed in writing to: [email protected] The European Foundation for the Improvement of Living and Working Conditions (Eurofound) is a tripartite European Union Agency, whose role is to provide knowledge in the area of social, employment and work-related policies. Eurofound was established in 1975 by Council Regulation (EEC) No. 1365/75 to contribute to the planning and design of better living and working conditions in Europe. European Foundation for the Improvement of Living and Working Conditions Telephone: (+353 1) 204 31 00 Email: [email protected] Web: www.eurofound.europa.eu Contents Introduction .....................................................................................................................................
    [Show full text]
  • 12/13 Forced Labour
    National Regulations DECENTWORKCHECK.ORG 01/13 Work & Wages Regulations on work and wages: French Labour Code, Consolidated Version on 25 December 2013 Decree No. 2013-1190 of 19 December 2013 Minimum Wage The wage paid by the employer cannot be less than the national minimum wage (SMIC). In 2013, the gross monthly SMIC, for a 35-hour working week, is €1,430.22. The collective agreement applicable to the contract of employment may also specify a minimum wage depending on the employee's classification (Employment & Labour Law 2013). Employee participation in the economic development of the nation is assured by fixing the minimum wage each year with effect from 1 January (Article L3231-6). The minimum wage applies to all salaried workers, including those working in both public and private businesses of an industrial or commercial nature. (Article L3231-1). The national minimum wage (SMIC) can be adjusted in two ways: indexing of SMIC to the consumer price index (CPI) so that when the CPI increases by at least 2%, minimum wage is increased by the same percentage and the setting of a new SMIC by Government through a decree following the opinion of National Committee on Collective Agreements. The Committee is made up four representatives each from government, workers and employers side. The criteria for increase in the minimum wage takes into account the needs of workers and their families; cost of living in the country; level of wages and income in the country; and economic . Regular Pay In accordance with Article L3241-1 of the Labour Code, an employer is under the obligation to pay the worker his/her wages in cash or by crossed check or by transfer to a bank or postal account.
    [Show full text]
  • Muslim Immigration in France: an Interdisciplinary Exploration
    2 Muslim Immigration in France: An Interdisciplinary Exploration A thesis submitted to the Miami University Honors Program in partial fulfillment of the requirements for University Honors with Distinction by Kathleen Joelle Guiler May 2007 Oxford, Ohio 3 Abstract Muslim Immigration in France: An Interdisciplinary Exploration By Kathleen J. Guiler In November 2005, the world watched in shock as protests and riots broke out in the outskirts of many of France’s cities. Although many groups were involved in the riots, they were closely linked to France’s Muslim community. Many of young people involved in the riots, though not devout themselves, came from families that have emigrated from traditionally Muslim countries. This is just one is a long series of clashes between French Muslims and France’s majority. For example, in 2004 young Muslim women in France found themselves in the international spotlight when they insisted on their right to adopt the hijab and wear headscarves in public schools. While these conflicts have varied in terms of severity, they all set forth a similar set of questions, particularly ones that examine underlying issues in an attempt to stop violent confrontations. These questions are so broad and complicated that they necessitate a similarly wide-ranging approach. Therefore, this paper is not traditional in the sense that it does not have a single guiding thesis statement followed by a review of existing literature, a presentation of new evidence, and a conclusion. Rather, it is divided into three parts that address the issue of Muslim immigration from a variety of angles. Each of these sections has a slightly different focus with related conclusions; however when read as a whole, this paper will give the reader a broad but thorough understanding of the recent conflicts in France.
    [Show full text]
  • The Evolution of Labour Law (1992-2003)
    CL_510915 Int-Cyan=pms660 8/11/05 9:26 Page 1 THE EVOLUTION OF LABOUR LAW (1992-2003) VOLUME 1: GENERAL REPORT Silvana Sciarra Professor of Labour Law Florence University [email protected] Employment social affairs Industrial relations and industrial changes European Commission Directorate-General for Employment, Social Affairs and Equal Opportunities Unit D.2 Manuscript completed in June 2005 CL_510915 Int-Cyan=pms660 8/11/05 9:26 Page 2 This report was financed by and prepared for the use of the European Commission, Directorate-General for Employment, Social Affairs and Equal Opportunities. It does not necessarily represent the Commission's official position. If you are interested in receiving the electronic newsletter "ESmail" from the European Commission's Directorate-General for Employment, Social Affairs and Equal Opportunities, please send an e-mail to [email protected]. The newsletter is published on a regular basis in English, French and German. Europe Direct is a service to help you find answers to your questions about the European Union Freephone number (*): 00 800 6 7 8 9 10 11 (*) Certain mobile telephone operators do not allow access to 00 800 numbers or these calls may be billed. A great deal of additional information on the European Union is available on the Internet. It can be accessed through the Europa server (http://europa.eu.int). Cataloguing data can be found at the end of this publication. Luxembourg: Office for Official Publications of the European Communities, 2005 ISBN 92-894-8501-9 © European Communities, 2005 Reproduction is authorised provided the source is acknowledged.
    [Show full text]
  • Employment Precariousness” in a European Cross-National Perspective
    ”Employment precariousness” in a European cross-national perspective. A sociological review of thirty years of research Jean-Claude Barbier To cite this version: Jean-Claude Barbier. ”Employment precariousness” in a European cross-national perspective. A sociological review of thirty years of research. 2011. halshs-00654370 HAL Id: halshs-00654370 https://halshs.archives-ouvertes.fr/halshs-00654370 Submitted on 21 Dec 2011 HAL is a multi-disciplinary open access L’archive ouverte pluridisciplinaire HAL, est archive for the deposit and dissemination of sci- destinée au dépôt et à la diffusion de documents entific research documents, whether they are pub- scientifiques de niveau recherche, publiés ou non, lished or not. The documents may come from émanant des établissements d’enseignement et de teaching and research institutions in France or recherche français ou étrangers, des laboratoires abroad, or from public or private research centers. publics ou privés. Documents de Travail du Centre d’Economie de la Sorbonne “Employment precariousness” in a European cross-national perspective. A sociological review of thirty years of research Jean-Claude BARBIER 2011.78 Maison des Sciences Économiques, 106-112 boulevard de L'Hôpital, 75647 Paris Cedex 13 http://centredeconomiesorbonne.univ-paris1.fr/bandeau-haut/documents-de-travail/ ISSN : 1955-611X 09/12/2011 “Employment precariousness” in a European cross-national perspective, A sociological review of thirty years of research1 Jean-Claude Barbier∗, (CES) CNRS Résumé Le sujet qui est traité en France sous la catégorie de « précarité de l’emploi » entre dans d’autres catégories comparatives internationales : emploi atypique, emploi non standard, etc. Les recherches en sciences sociales sur ce sujet ont commencé, en économie institutionnaliste et en sociologie, dans les années 70 avec l’apparition de plusieurs sortes de marchés, et de formes particulières d’emploi.
    [Show full text]