Employment/Labour Law

Цифровые технологии меняют современное общество, скорость и масштаб изменений возрастают, что вызывает необходимость для права реагировать на происходящие процессы и перестраиваться в соответствии с новыми реалиями. Трудовое право как часть правовой материи не может остаться в стороне, особенно если учитывать, что цифровые технологии меняют производство, сервис, управление организациями, то есть меняют сферу труда. Чтобы понять в каком направлении будут идти дальнейшие изменения, стоит подробнее присмотреться к основным цифровым технологиям, проникающим практически во все сферы общества, все отрасли экономики и именуемым «сквозными». Их влияние оказывается наиболее сильным, и эта тенденция сохранится на будущее. Соответственно, изменения в трудовом праве во многом будут определяться распространением на практике этих технологий.

Öz: Günümüz dünyasında insan ilişkilerinin gerek sosyolojik gerekse teknolojik gelişmelerin karşısında değişime uğraması, iş ilişkilerindeki dengeleri sürekli olarak etkilemekte ve bireylerin sözleşme ve çalışma özgürlüğü kapsamındaki beklentilerini değiştirmektedir. İşçinin iş sözleş-mesinin bir süjesi olarak işverenine karşı iş görme edimini işyerinde ifa etmesi, işyerindeki faa-liyetinin de temel amacını oluşturur. İşçinin iş sözleşmesi kapsamında çalışma edimini gerçek-leştirdiği yer olan işyeri, esasında işçinin çalışma yönündeki iradesinin hayat bulduğu yerdir. Bu sebeple, İş Kanunları çerçevesinde işçinin işyeri değişikliğinin hangi hukuki durumlarda ortaya çıkabileceği ve bu durumlara bağlanabilecek hukuki sonuçların ne şekilde olacağı hususlarının irdelenmesi önem arz etmektedir. İşçinin işyeri değişikliği iş sözleşmesinin devri, geçici iş iliş-kisi, muvazaaya dayalı alt işverenlik yoluyla ve işçinin kendi iradesiyle işyerini değiştirmesi şeklinde ortaya çıkabileceğinden, çalışmamızda bu hukuki durumlar inceleme altına alınmıştır. Abstract: In today's world, transformation of human affairs vis-à-vis both sociological and technological developments constantly affects the balances in labor relations and changes the expectations of individuals within the context of freedom of contract and labor. Performance of the employee in the workplace to its employer as a subject of the employment contract constitutes the main objective of his/her work in the workplace. However, the workplace where employee performs his/her main performance arising from the employment contract is the place where the employee's consent to work has been actualized. Therefore, within the scope of Labor Laws, examining which legal positions might realize worker's change of the workplace and which legal conclusions might be engaged becomes more of an issue. Employee's change of the workplace appears as a transfer of the employment contract, temporary employment relationship, collusive subcontractor relationship and changing of the workplace willingly by the worker; these legal situations have been examined in our present study.

En esta opinión se analiza la doctrina emanada de fallos de la Corte Suprema, que hacen aplicable la nulidad del despido en caso que el empleador no haya pagado remuneraciones y, consecuentemente, tampoco cotizaciones de seguridad social sobre las mismas.

On 5 October 2020, during the COVID-19 pandemic, the Indonesian National Legislature passed a very controversial ‘Omnibus Law’ on Job Creation. This legislation, with a massive 1187 pages, was then signed by President Joko Widodo and came into effect on 2 November 2020 and is now officially known as Law no. 11/2020 on Job Creation (Undang-Undang no. 11/2020 tentang Cipta Kerja).This Paper undertakes this task of piecing together the labour cluster of amendments in the Omnibus Law on Job Creation and aims to explain and analyse these changes in the context of the previous law.

This article will shed light on what should be considered as the general understanding of a restraint of trade in terms of Maltese employment law. The author shall be delving into the salient provisions of the law, its applicability within the industry, along with an understanding of its interpretation by the Courts of Malta.

The advent of transportation network companies (TNC) — such as Uber and Lyft — has presented the TNCs with tremendous legal issues. These companies face civil actions in numerous jurisdictions across the nation. Most significant are the class action suits in California federal courts; these courts have been asked to determine the employment relationship between a TNC and its drivers. TNCs claim the drivers are independent contractors, but drivers allege they are employees and as such are entitled to certain protections accorded by federal and state law. The purpose of this article is to analyze and compare California and Texas case law to predict each respective state’s court or jury’s determination; the implications of such a decision are also discussed. The law of both states would show the relationship between TNCs and their drivers to be that of an employer and employee, but for differing reasons.

Il lavoro esamina lo sviluppo della negoziazione dei Comitati Aziendali Europei (CAE), gli effetti di reciproca influenza tra politica e sistema sindacale nonché i gradi di reattività del movimento sindacale alla politica europea in termini di capacità di influenzare, ancora oggi, la rappresentanza collettiva dei lavoratori.

A joggal való visszaélés alapelve állandóan naprakész kérdése a munkajognak. Bár tartalmilag a munkajog ezen alapelve évtizedek óta változatlan, a gyakorlatban sok kérdés merül fel ezen témával kapcsolatban. Bár felperesek gyakran hivatkozzák ezt az alapelvet, a bíróságok sokszor eltérő következtetéseket vonnak le az elv tartalmát illetően.

A munkajogi szakirodalomban és ítélkezési gyakorlatban a nemlétező szerződések marginális jelentőségűnek tűnhetnek. Ugyanakkor meglátásom szerint ez pusztán csak azért van így, mert a szerződés létrejöttét a jogtudomány és a joggyakorlat is sok esetben magától értetődőnek és eldöntöttnek véli, teret engedve az érvényesség-érvénytelenség dogmatikailag is kellően körüljárt kérdéskörök vizsgálatának. A létre nem jött megállapodás megítélésem szerint azonban sajátos jogkövetkezményekkel bír, amelyek az anyagi jogi megfontolásokon túlmenően eljárásjogi szempontból sem tekinthetők mellékesnek. Éppen ezért foglalkozom a jelen cikkben a nemlétező szerződés fogalmával, esetköreivel, jogkövetkezményeivel, valamint a hatáskörrel rendelkező bíróság dilemmájával.

Εκδόσεις Σάκκουλα: Αθήνα-Θεσσαλονίκη, 2019, σελίδες ΧII + 139
Περισσότερες πληροφορίες στην ιστοσελίδα https://www.sakkoulas.gr/el/editions/d-goulas-oi-diakriseis-logo-thriskevtikon-symvolon-ston-choro-ergasias-2019/

[Discrimination on grounds of religious symbols, Sakkoulas Publications: Athens-Thessaloniki, 2019, XII+139 pages]

Πίνακας περιεχομένων  -

IX    Κυριότερες συντομογραφίες
1      1. Εισαγωγή
5      2. Το γενικό νομικό πλαίσιο του δικαίου της απαγόρευσης των διακρίσεων
5      2.1. Η απαγόρευση των διακρίσεων στο ελληνικό Σύνταγμα
6      2.2. Η απαγόρευση των διακρίσεων στην ΕΣΔΑ και τις λοιπές διεθνείς συμβάσεις
6      2.2.1. Η απαγόρευση των διακρίσεων ως διεθνώς κατοχυρωμένο ανθρώπινο δικαίωμα
7      2.2.2. Η απαγόρευση των διακρίσεων κατά την ΕΣΔΑ
11    2.3. Η απαγόρευση των διακρίσεων στο δίκαιο της Ε.Ε
11    2.3.1. Ίση αμοιβή ανδρών και γυναικών: Η θεμελίωση της απαγόρευσης των διακρίσεων και η μετάβαση από το οικονομικό στο κοινωνικό πλαίσιο της προστασίας
16    2.3.2. Η επέκταση των λόγω διάκρισης πέραν του φύλου
20    2.2.3. Η Οδηγία 2000/78
29    3. Η πρόσφατη νομολογία σχετικά με τις διακρίσεις λόγω θρησκευτικών συμβόλων στον χώρο εργασίας
29    3.1. Γενική θεώρηση
30    3.2. Η νομολογία του ΕΔΔΑ
30    3.2.1. Dahlab κατά Ελβετίας
32    3.2.2. Eweida και άλλοι κατά Ηνωμένου Βασιλείου
34    3.2.3. Ebrahimian κατά Γαλλίας
36    3.3. Η νομολογία του ΔΕΕ: Οι αποφάσεις στις υποθέσεις G4S Secure Solutions και Bougnaoui και ADDH
36    3.3.1. Προλεγόμενα
37    3.3.2. Τα πραγματικά περιστατικά της υπόθεσης G4S Secure Solutions
38    3.3.3. Τα πραγματικά περιστατικά της υπόθεσης Bougnaoui και ADDH
38    3.3.4. Οι Προτάσεις της Γενικής Εισαγγελέα Kokott επί της υπόθεσης G4S Secure Solutions
44    3.3.5. Οι Προτάσεις της Γενικής Εισαγγελέα Sharpston επί της υπόθεσης G4S Bougnaoui και ADDH
49    3.3.6. Η απόφαση του Δικαστηρίου στην υπόθεση G4S Secure Solutions
51    3.3.7. Η απόφαση του Δικαστηρίου στην υπόθεση Bougnaoui και ADDH
53    3.4. Αποφάσεις εθνικών δικαστηρίων
53    3.4.1. Γαλλικό Ακυρωτικό Δικαστήριο - απόφαση Baby Loup
55    3.4.2. Γερμανικό Ομοσπονδιακό Συνταγματικό Δικαστήριο - απαγόρευση μαντίλας σε δασκάλα δημόσιου σχολείου
58    3.4.3. Γερμανικό Εργατικό Ακυρωτικό
59    3.4.4. Αυστριακό Ακυρωτικό
61    3.4.5. Δανικό Ανώτατο Δικαστήριο
62    3.4.6. Ανώτατο Δικαστήριο των Η.Π.Α. - υπόθεση Abercrombie & Fitch
63    3.4.7. Καναδικό Ανώτατο Δικαστήριο, υπόθεση Βhinder v. CN.
64    4. Η διάκριση λόγω θρησκευτικών συμβόλων
64    4.1. Η έννοια της θρησκείας και των θρησκευτικών συμβόλων
64    4.1.1. Η έννοια της θρησκείας και των πεποιθήσεων
67    4.1.2. Τα σύμβολα ως εκδήλωση της θρησκείας ή των πεποιθήσεων
79    4.1.3. Η παραίτηση από τη θέση εργασίας ως έσχατη δυνατότητα διαφύλαξης της θρησκευτικής ελευθερίας
80    4.1.4. Τα θρησκευτικά σύμβολα υπό την οπτική του φύλου και των πολλαπλών διακρίσεων
83    4.2. Η διαφοροποίηση μεταξύ άμεσης και έμμεσης διάκρισης
83    4.2.1. Η έννοια της άμεσης και της έμμεσης διάκρισης στο δίκαιο της Ε.Ε. και ο κρίσιμος ρόλος της διαφοροποίησης μεταξύ τους
85    4.2.2. Πόσο ουδέτερη είναι η πολιτική «θρησκευτικής ουδετερότητας» μιας επιχείρησης;
102  4.2.3. Η ερμηνευτική διεύρυνση του περιθωρίου δικαιολόγησης της άμεσης διάκρισης και η στάθμιση των αντίρροπων θεμελιωδών δικαιωμάτων
107    4.3. Οι δυνατότητες δικαιολόγησης των διακρίσεων
107    4.3.1. Οι προτιμήσεις των πελατών ως ουσιαστική και καθοριστική επαγγελματική προϋπόθεση
110    4.3.2. Η «επιχειρηματική εικόνα» και η «πολιτική ουδετερότητας» ως θεμιτός σκοπός για τη δικαιολόγηση διακρίσεων
120    4.4. Κρίσιμα στοιχεία κατά τον έλεγχο αναλογικότητας της δυσμενούς μεταχείρισης
120    4.4.1. Η δυνατότητα εύλογων προσαρμογών
125    4.4.2. Η αξιολόγηση των επιπτώσεων εις βάρος του εργαζομένου
127    4.4.3. Η νομική φύση του εργοδότη
129    5. Επίλογος - συμπερασματικές θέσεις
131    6. Πίνακας Βιβλιογραφίας

The Government of Uganda last year gazetted the Employment (Amendment) Bill 2019 (hereinafter ‘the Bill’) to amend various aspects of the Employment Act 2006.
At a very high level, the process of passing a law in Uganda commences with a Bill being presented to the Parliament, debated by the Members of Parliament and later passed as an Act of Parliament, which then goes before the President for his assent. It is therefore important to comprehend the clauses of a Bill because in principle it contains the proposals for the law that will affect us all.

A képernyős munkahelyek száma a címben idézett jogforrások megszületése óta drasztikusan megnőtt. Ez a laikusok számára statisztikai adatok nélkül is könnyen megállapítható, hiszen mind a világ, mind a munkaerőpiac óriási változáson esett át az elmúlt évtizedekben. A koronavírus járvány által okozott veszélyhelyzettel egyidejűleg a munkajogász körökben megjelent egy deregulációs törekvés , melynek célja az egyre szélesedő – atipikusnak nevezett – foglalkoztatási formák racionalizálása, annak áttekintésén keresztül, hogy melyek azok a jogintézmények, amelyek alkalmazása és megtartása a munkaerőpiac szempontjából is mindenképpen szükséges. A távmunka és a home office munkavégzési módok vizsgálata a felszínre hozott több olyan jogintézményt, amely bár hosszabb ideje velünk van, de jogvédelmi szempontból most kap szignifikánsabb szerepet.

The Covid-19 pandemic has deeply affected working life. Workers who have to earn money to proceed with their lives have had to work during this time, even if they did not want to do so. Consequently, the question of whether adequate protective measures have been taken in the workplace for workers who have had to work during the pandemic is a critical one. In this article, the measures taken especially in respect of employees of multinational companies are examined in view of a survey of employees of Inditex, the Spanish ‘fast fashion’ company. Following a review of the literature on the place of multinational companies, along with their supply chains, in the engine room of global capitalism and on research into the working conditions of shopping mall employees, setting an appropriate context for the survey findings, the article explores what the findings reveal. Malls might well be new venues of insecurity in terms of the threat posed to the need for workplaces to be safe and secure for employees, but Covid-19 has ruthlessly exposed both the lack of protection and the risks which workers in such environments face on a day-to-day basis.

Labour law is fundamental in creating and maintaining employee relations, high productivity and a conducive work environment. Rwanda repealed the labour law in 2018 to align it to international best practice. This paper gives an overview of the Rwanda new labour law and evaluates its relevance in employee relations. There is need to disseminate the requirements of the new law to human resource professionals and practitioners in Rwanda to enhance compliance and avoid unnecessary labour disputes and costs. Rwanda has one of the most tranquil industrial relations climates in the East African region, and its pragmatic and progressive labour law is a contributing factor worth exploring. Conclusions and recommendations for human resource management practice are given.

The procedures mandated by Education Law § 3020-a law have been ignored, erased, and denied to all tenured educators charged with misconduct or incompetency in New York City. This 20+ year effort to deny tenured employees of the New York City Department of Education their protected rights secretly and under color of law has one goal: to remove tenure from the labor force. But tenure remains public policy in New York State. As a paralegal/researcher, I offer my research here in order to de-mystify why excellent educators are charged with false allegations and then terminated for doing something that they did not do; and/or why educators are not terminated for bad acts that they did do, but others were held accountable.

Sommario: 1. Premessa.-2. L'inquadramento della mobilità volontaria come cessione del contratto di lavoro e i suoi effetti.-3. Il nulla osta dell'amministrazione cedente.-4. Il passaggio diretto senza «nulla osta»: la mobilità sperimentale e la tutela delle vittime di violenza di genere.-5. Sulla "qualifica corrispondente" al posto da ricoprire.-6. La procedura: pubblicità, selettività, riparto di giurisdizione.-7. I rimedi esperibili.-8. La mobilità intercompartimentale: equiparazione degli inquadramenti e determinazione del trattamento economico spettante all'esito del trasferimento.-9. La mobilità obbligatoria.-10. La mobilità preventiva a concorso e i rapporti con le altre tecniche di reclutamento.

ABSTRACT
With the increasing rate of globalization and technological advancement in the last decade, organisations are beginning to brace up with the use of information systems in various functions and capacities. Human resources management is one of the areas of the organisation that uses information systems; and human resources information systems supports these activities such as identifying potential employees and retaining them. Human resources information system helps the upper echelon to identify the manpower requirements in order to meet organisation’s long term business plans and strategic goals while middle line managers find it useful in monitoring and analysing recruitment, selection, allocation and compensation of employees; and operational management use it to track the recruitment and placement of the employees. The purpose of this paper is to discuss the relationship between human resource information system (HRIS) and procurement. The theoretical framework of this paper is based on the systems theory with view of interaction between the organisation and its external environment. A survey questionnaire was to four (4) oil and gas organisations in Port Harcourt. The target group of the questionnaire is the staff of the selected organisations.

Keywords: human resources information systems, human resources procurement.

Aproximando os fenômenos do consumo e trabalho, enfrenta-se o debate
acerca da perda da natureza meramente alimentar da contraprestação recebida ao final
do mês pelo trabalhador, pois este também labora, nos tempos pós-modernos, para
suprir necessidades artificiais de consumo induzidas pela indústria cultural. Destaca-se
que essa indústria, a serviço do capitalismo predatório, impactou a relação entre os
trabalhadores e seu salário. Observa-se que, hoje, tais seres humanos se sujeitam, no
mínimo, a uma dupla adstrição existencial: uma, de ordem jurídico-contratual, dada a
tradicional necessidade de fruição salarial via trabalho; e outra, de ordem sociocultural,
diante da contemporânea necessidade de afirmação identitária via consumo. Conclui-se
que o forte anseio por atender a necessidades artificiais de consumo agrava a
vulnerabilidade do trabalhador. A pesquisa é qualitativa, eminentemente bibliográfica,
tendo sido utilizado o método hipotético dedutivo.

This paper describes Otto Kahn-Freund's advocacy of the British'collective laissez-faire'system of regulation of industrial relations, in which regulation proceeded autonomously of the state. It suggests that a weakness of collective laissez-faire as a normative principle was its failure to make adequate provision for the furtherance of the public interest. It links this failure to a more general reluctance, on the part of Kahn-Freund, to conceive of the state as representative of the public interest. And it seeks to explain this reluctance with reference to Kahn-Freund's experiences of living and working as a labour court judge in the Weimar Republic, and of moving to the UK as a refugee from Nazism.

In this assignment, I will write a research paper on “Occupational Safety Issues in Readymade Garments Industry of Bangladesh.” Thesis statement of this research is "Occupational safety standards in readymade garments (RMG) industry of Bangladesh must be raised to its international level." I argued in favor of the statement while outlined possible counter-arguments that pose great challenge to such amelioration of safety standards in the RMG industries as practiced in its international level. Also, present Bangladesh labor rules and policies have been discussed in details. For sources of information, I used textbook and online resources from Government of Bangladesh, International Labor Organization (ILO), many news articles, among others. 
Keywords: Occupational safety, International Labor Organization (ILO), Occupational Safety and Health Administration (OSHA),  Rana Plaza, International, Readymade Garments (RMG), working environment, compensation etc.

Labour law gives specification of rights, obligations and it regulates and tells the subjects on how they can conduct themselves on contractual terms and how they can enforce their rights. In other words, labour law sets a forum or an institution to enable the effective enforceability of both the employers’ and employees’ rights. Labour law has Substantive Labour Law and Procedural Law. Substantive law is that branch of labour law that prescribes the standards to be observed by both employers and employees. Specifically, substantive law deals with things like contracts of service and for services, termination of contract/employment, benefits e.t.c. These are provided for by the Employment and Labour Relations Act No. 6 of 2004, while Procedural Law is that branch of Labour Law that prescribes procedures to be followed in all labour matters. This is done by providing for institutions for implementation of the substantive standards, and enforcement of rights. This is provided for by the Labour Institutions Act No.7 of 2004 and the specific rules issued in 2007 GN Nos. 42, 64, 65, 66 and 67 of 2007.
The main objective of labour law is to balancing conflicts of interests as between employers and employees by defining their rights and duties and regulating their conducts. And it is from this paper whereby such equilibrium is shown within the Act or how does the Act has successfully manage to create such equilibrium.

This article examines the operation and likely impact of the Fair Work Act 2009 (Cth) (FW Act) for police. It highlights the tensions between the uniqueness and essentiality of police service and the generalised provisions of the FW Act, and calls for closer attention to be paid to developing alternative dispute resolution arrangements for police. The article also advocates for closer attention to be paid to the approach to the exclusion of matters from the FW Act for police, to minimise current uncertainties and gaps in the regulatory framework, and to achieve a more coherent framework for the regulation of police industrial relations matters. The article also addresses the prospect of a federally-based industrial model for state police. It argues that, based on the Victorian experience, if a similar approach were applied in other state jurisdictions this would be problematic for the regulation of police industrial relations in state police services.

This contribution appears short on the heels of the enactment of amendments to the Basic Conditions of Employment Act and the Labour Relations Act, as well as the phased introduction of the historic National Minimum Wage Act. All of these legislative measures came into effect on 1 January 2019. In a timely development, amendments to the Rules for the Conduct of Proceedings before the CCMA  have also been published that came into effect on the same day. The latest amendments leave most of the CCMA rules intact in their present form. The amendments aim to weed out past problems, to align the CCMA rules with the latest amendments to labour legislation, and to streamline and expedite CCMA processes.  The aim of this contribution is to analyse most, but not all, of the significant amendments and to assess where the drafters of the amendments were on  target and where they missed out on opportunities to improve the functioning of the CCMA.

For many employees, the time when there was a physical and temporal distinction between periods at work and away is a thing of the past. Instant communications over the internet and by mobile phones, including using social media, mean employers can monitor employees' time on and off the clock. Courts and tribunals have responded to policies that seek to control employees when they are not at work. Seminally, in Rose v Telstra Corp Ltd (Rose), Ross VP gave three, alternate, criteria to determine if an employees' conduct outside of work justified dismissal. This article examines the application of those criteria by courts and tribunals. It then critically analyses their operation in three fields where contract and statute particularly blur the line between on-and off-duty conduct-police, public sector workers and elite athletes-concluding that, although employees are generally entitled to treat their personal acts as personal, that protection can disappear in the face of an employer with a particular interest in its own reputation.

This dissertation was aimed at examining the application of rules of natural justice in employment law and if the scope of application sufficient to meet the challenge of administering fair justice. In conducting this research, literature on the subject of the rules of natural justice was consulted in order to determine the applicability in employment law. An appraisal of cases on the application of rules of natural justice was conducted to determine judicial trends in the application of the rules. The dissertation further compared the legal framework of the application of the rules as practiced in Zambia and other common law countries.
From the research, the findings were that the Zambian Judicial system is stuck with the old archaic precedence that emphasize “Master and Servant” relation being at the centre of the employment theme disregarding advances made, and the rules of natural justice being more applicable to public institutions than private institution performing similar functions.
The recommendation is for government to make vigorous labour law reforms to level the application of the rules of natural justice in form of statutes to align our laws with other progressive common law countries and international standards, and extend the principle of natural justice to private bodies.

Nëpërmjet këtij punimi kam vlerësuar të rëndësishme të trajtoj nga pikëpamja teorike disa çështje dhe problematika në lidhje me juridiksionin dhe kompetencën në mosmarrëveshjet e punës sipas Kodit të Punës, të cilat i kam konstatuar në praktikën gjyqësore, në punën si ndihmësmagjistrat pranë Kolegjit Civil të Gjykatës së Lartë.
Kam vlerësuar të trajtoj në veçanti, interpretimin e nenit 7 të Kodit të Punës; fushën e veprimit të tij; kushtet e vlefshmërisë së marrëveshjes së palëve në marrëdhënien e punës, për të përcaktuar juridiksionin apo forumin gjyqësor kompetent për zgjidhjen e konflikteve; çështjen se cilat janë pasojat e marrëveshjeve për juridiksion dhe/apo kompetencë, në kundërshtim me nenin 7/3 të Kodit të Punës; debatin juridik se çfarë lloj pavlefshmërie shkakton shkelja e nenit 7/3 të Kodit të Punës, në kuptimin e nulitetit relativ apo absolut dhe gjithashtu edhe çështje të tjera derivative të tyre.
Sigurisht që qëllimi që kam është dhënia e një dimensioni të ri të interpretimit të ligjit mbi çështjet objekt i drejtpërdrejtë analize të këtij punimi, që në të ardhmen këto koncepte të mund të reflektojnë apo diktojnë edhe në ndryshimin e prakikës gjyqësore të autoritetit më të lartë në vend.

There has been too much mistreatment and deprivation of requisite employment standards to specified tasks employees in Tanzania. Despite the ILO employment standards, the labour laws in Tanzania have proved some legislative loopholes. As a result specific tasks employee are used to fill positions that are permanent in nature. This infringes the constitutional right to equality, rights to work etc. The objective of this study is first to test the efficacy of Tanzanian labour laws in protection of specific tasks employees, also inter alia to test whether Tanzanian labour laws comply with the ILO standards.
The methods employed in this study were documentary review and field research, whereby in field research observation and interview were used depending on the nature of workers so as to allow both literate and illiterate to give their opinion.
The study came to realize that our laws generally discriminate short term and temporary, who according to this research fall mostly under specific task contract of employment. Again the institutions which are there to protect this category of workers do not effectively seem to take them seriously as to them are mere “day workers” while in real practice most of these are placed in tasks which are permanent in nature.
Therefore  the study came up with the recommendation to the government that, the labour laws in Tanzania should be amended to provide for the specific rights of these employee but again the laws should provide for the specific circumstances which justify the using of specific task employees.

In recent years, India has seen a wide-ranging retrenchment of hard-won labour rights with serious consequences for working communities in general, and for the rights of women workers. The retrenchment of labour rights has occurred through a range of governance reforms and changes to labour laws at both central and state levels in the name of enabling the ‘ease of doing business’ through ‘labour flexibility’. A significant component of the labour law reforms at the central level have come through a heavily contested exercise to consolidate and simplify (what was eventually to be 29) labour laws into four Codes on Wages, Industrial Relations, Social Security, and Occupational Safety, Health and Working Conditions, which were enacted between August 2019 and September 2020, after the National Democratic Alliance government was returned to power.
This paper provides a gendered analysis of the four central Codes, particularly focusing on the effects of the Codes on informal women workers. It contextualises women’s work in India, as well as the wider relationship between labour laws and women’s work, including paid and unpaid work. To evaluate the import of the Codes, it also draws on the proposals made by the Second National Labour Commission (SNCL), which has formed the basis of the reforms, as well as the reports of the National Commission for Enterprises in the Unorganised Sector (NCEUS), which have made several proposals for regulating the informal economy. Given the continued patchy and piecemeal recognition of the rights of informal women workers by the Codes that have also hollowed out labour rights for even those in the formal economy, the paper discusses the way forward for the labour rights of women in the informal economy.

This studies centres to examine the problem of child trafficking the law and practice. Despite the fact that we have laws that prohibit child trafficking, better yet the problem of child trafficking in Tanzania is still a crucial matter as children are still trafficked from rural areas to urban areas and cross borders where they are forced into prostitution and exploited. The general objective of this study is to look into child trafficking in Tanzania, the law and practice. To examine as to why the law provides for the problem of child trafficking is well covered in our laws but in practise that is not what is done. In examining this problem the researcher has used different methods of data collection including reading books and interviews. An interview method has mostly been used because it was easy to obtain data depending on the nature of the problem.

Subordination has long been a key concept in labour law theory. It aims to depict a central characteristic of employment relationships that explains (at least partially) the need for labour laws. More recently there is an increasing interest among labour law scholars with the concept of domination as developed in republican theory. On the face of it, being dominated by an employer appears to be very similar to being subordinated to an employer. To assess the relevance and usefulness of domination for labour law, I begin by providing an account of subordination and its different possible meanings. I then examine the different components of the definitions of domination developed by Philip Pettit and by Frank Lovett (with some reference to other scholars), and explore the similarities with, and differences from, the concept of subordination. I conclude that some key parts of domination — most notably the existence of arbitrary power — are not an optimal fit to describe employment relationships and justify labour law. In this respect domination cannot serve as a general theory of labour law. Nonetheless, republican theories are certainly helpful in providing normative support for specific labour laws as well as some other concrete benefits.

The following is a critique of the Supreme Court judgment in the case of DON NYAMANDE AND ANOR V ZUVA PETROLEUM (PRIVATE) LIMITED SC 43/15. The article critiques narrow approach that was taken by the Supreme Court. This is in light of the historical Neo-liberal approach that had been taken by the Republic in from the 1990’s.  The article will briefly look at the historical development of Labour Law in Zimbabwe and the philosophical underpinnings of that development, the brief facts of the case, the reasoning of the Supreme Court vis-à-vis critical provisions of the 2013 Constitution. It will also make a comparative analysis with case law from other jurisdictions. It additionally looks at the legislative framework governing labour relations. It further critiques the provisions of the Labour Amendment Act, 2015, which arguably sought to address the controversial issues which arose from the Supreme Court judgment. A brief assessment of the judgment on industry and labour as a commodity in general will be carried out. A recommendations area will analyze the precedent that has been set by this judgment such that, should the same issues arise in terms of any other legislation, a different approach and different arguments may be proffered. This should be done in the context of giving effect and a wider interpretation to the fundamental rights enshrined in the Constitution.

Sometimes, an employee that is deserving of summary dismissal is given a soft landing by being asked to resign instead. This may be for a variety of reasons, such as to save the employee the unfavourable consequences of a dismissal (as against voluntary resignation). What if such employee later sues the employer for ‘constructive dismissal’, and claims that he/she was hounded out of the job by being ‘asked’ to resign? In employment law, constructive dismissal (also called constructive discharge or constructive termination) occurs when an employee resigns as a result of the employer creating a hostile work environment. Since the resignation was not truly voluntary, it is in effect, a termination that might entitle the employee to remedy.