European Labour Law

REPRODUCEREA ESTE INTERZISĂ FĂRĂ CITAREA SURSEI / REPRODUCTION IS PROHIBITED WITHOUT CITING THE SOURCE
The concept of ”European posting of workers” mainly covers the situation where a company located in one EU country posted an employee to work in another country, when it has to provide a service in that state. Such a situation is circumscribed to the principle of free movement of persons and services, which is one of the foundations of the European Union. In the context of the Iron Curtain fall, a shift of workers from East to West was predictable, including through the posting mechanism. This kind of evolution has also been faced by the EU in previous enlargements. In the last decade, this posting of workers was considered by West European countries as ”social dumping”. But is this „social dumping” real? Does the current ability of companies from lower-wage and lower living standards countries to post their workers in richer European countries even causes to the last ones a social dumping effect for their national economies? Or, on the contrary, social dumping is just a pretext, behind which is hidden their desire to ensure economic protectionism for their own country, which also implies a blocking of the access of workers of other states to their labor market?

To tackle undeclared work, a voluntary disclosure initiative was implemented for a 6-month period in 2019 to enable those voluntarily disclosing to the Lithuanian State Tax Inspectorate (STI) their past undeclared work to have the penalties waived that would have applied if they are compliant in the future. The outcome was that 42 million euros extra tax was collected.

The focus of this paper will be on industrial democracy model existed in former SFRY, as one of the pioneer countries in realising the concept of workers’ participation to achieve the democratic working conditions.
In order to understand better the model itself, I will provide a necessary short overview on the legal situation preceding it, considering the economic, social and political factors that were present in the countries entering the Monarchy of Serbians, Croatians and Slovenian (later the Monarchy of Yugoslavia) and general situation that Yugoslavia has been in that influenced creation of workers’ collective bodies following the timeline of different levels of industrial level and state systems that SFRY has passed through till becoming socialist country. In doing so, I will highlight the most important legal documents that played pivotal role in introducing industrial democracy in Yugoslavia, that were not always necessarily in direct relationship with collective workers’ participation, but rather have a role on explaining the conditions under which this type of participation was developing.

L'articolo analizza la recente lettura delle corti di merito della normativa in materia di licenziamenti collettivi alla luce della Carta Sociale Europea, ed evidenzia la discriminazione rimediale tra lavoratori assunti prima e dopo il 7 marzo 2015, data di entrata in vigore del d.lgs. 23/2015.

Seit Jahren fordern die Arbeitnehmer:innenvertretungen, darunter auch die AK, einen Rechtsrahmen für Arbeitskräfte, die über Online-Plattformen berufstätig sind, um Mindeststandards hinsichtlich der rechtlichen und sozialen Absicherung sicherzustellen. Daher begrüßt die AK, dass die Kommission einen Richtlinienvorschlag zur Verbesserung der Arbeitsbedingungen in der Plattformarbeit vorgelegt hat.
Positiv ist unter anderem die Beweislastumkehr, nach der die Arbeitsplattform es belegen muss, wenn kein Arbeitsverhältnis vorlegt. Jedoch sind in einigen Bereichen auch Nachschärfungen notwendig: Die Kriterien für die gesetzliche Vermutung sind zu restriktiv und es brauchte eine klare Definition der Person, die die rechtlich verantwortliche Dienstgeberin ist.

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

Il lavoro analizza il mutato scenario delle relazioni industriali moderne dopo l'avvento del modello Fiat che ha stravolto e rivisto i principi e le regole sino a quel momento "vigenti" nel sistema sindacale italiano. A partire dalle classiche elaborazioni dottrinali e giurisprudenziali sul contratto collettivo tout court, nel lavoro si approfondisce la tematica oramai nota della contrattazione aziendale alla luce degli accordi stipulati negli stabilimenti Fiat, alla luce delle contemporanee modifiche agli assetti negoziali indotti con la sottoscrizione degli accordi sindacali del biennio 2009-2011. Il lavoro termina con un approfondimento dell'impatto che l'art.8 della famigerata legge sulla contrattazione di prossimità ha avuto sulla stabilità sistemica delle relazioni industriali nonchè sulle sue reali prospettive applicative.

"The most recent European employment law saga arising from Viking, Laval, and subsequent decisions has commonly been understood as perpetuating the infiltration of economic provisions into labor legislation. It has also been asserted, however, that these cases contain contradictory arguments, which offer a multifaceted narrative. The new construction of Article 151 TFEU (ex Article 136 EC) is of particular interest. Considered to be the cornerstone of European employment policy, this provision had generally been regarded as programmatic. During the past few years, however, it has progressively metamorphosed into a substantive rule and now plays a latent, but crucial, role in the court's reasoning. In combination with the new social clause introduced by the Lisbon Treaty, these elements provide normative arguments that can create an opening in the material constitution of the EU. This article contends, for the most part, that they provide tools that may be applied towards embedding employment rights in Europe."

Wszystko, co składa się na prawo do zabezpieczenia społecznego – wynikające z niego uprawnienia główne i szczegółowe – stanowią postulaty polityki prawa. Trudno oczekiwać ich zrealizowania. Różne są uwarunkowania społeczne i kulturowe, a nawet przy najlepszych chęciach może brakować możliwości ekonomicznych. Bardzo realistycznie nie wskazuje się uniwersalnego punktu dojścia. Postulaty są natomiast do realizowania. Jan Paweł II lubił zresztą przypominać, że to, co człowiekowi dane – każde dobro, jest mu także zadane. Z pewnością można tak powiedzieć o pracy. Z papieskiego nauczania przebija głęboka nadzieja, że przedmiotowy i podmiotowy wymiar pracy będzie prowadzić do rozwijania w każdym pracowniku człowieczeństwa przez właściwe układanie stosunków między zatrudnianym a pracodawcą bezpośrednim, w warunkach stwarzanych przez pracodawcę pośredniego. Ich miernikiem i kryterium będzie promocja prawdziwego postępu, który polega na czynieniu pracy bardziej ludzką.

Εκδόσεις Σάκκουλα: Αθήνα-Θεσσαλονίκη, 2019, σελίδες ΧII + 156

Περισσότερες πληροφορίες στην ιστοσελίδα https://www.sakkoulas.gr/el/editions/d-goulas-h-apagorevsi-diakriseon-kata-ti-diadikasia-synapsis-tis-symvasis-exartimenis-ergasias-2019/

[Discrimination in the recruitment and selection process, Sakkoulas Publications: Athens-Thessaloniki, 2019, XII+156 pages]

Πίνακας περιεχομένων  -

1    1. Εισαγωγή
3    2. Η άρνηση σύναψης σύμβασης και η απαγόρευση των διακρίσεων.
3    2.1 Ο γενικός έλεγχος της άρνησης σύναψης σύμβασης
6    2.2 Ο έλεγχος της άρνησης σύναψης σύμβασης στην περίπτωση των αθέμιτων διακρίσεων
6    2.2.1 Οι ιδιαιτερότητες της άρνησης σύναψης σύμβασης στις περιπτώσεις αθέμιτων διακρίσεων
12    2.2.2 Η ειδική προστασία έναντι των διακρίσεων κατά το προσυμβατικό στάδιο
15    3. Η απαγόρευση των διακρίσεων κατά το προσυμβατικό στάδιο
15    3.1 Η έκταση του πεδίου εφαρμογής του ενωσιακής προέλευσης δικαίου απαγόρευσης των διακρίσεων στο προσυμβατικό στάδιο
15    3.1.1 Οι εφαρμοστέες διατάξεις
17    3.1.2 Ειδικότερα η έννοια της πρόσβασης στην εργασία ή την απασχόληση
17    3.1.2.1 Ευρεία ερμηνεία
18    3.1.2.2 Δημόσιες δηλώσεις χωρίς ταυτοποιήσιμο θύμα διάκρισης
20    3.1.2.3 Παράγοντες που επηρεάζουν την απόφαση αποδοχής μιας θέσης εργασίας
21    3.1.2.4 Περίοδος αναμονής για επαγγελματική κατάρτιση ως αναγκαία προϋπόθεση για την πρόσβαση στην απασχόληση
22    3.1.3 Η πρόσβαση στην επαγγελματική κατάρτιση
22    3.1.4 Εξαίρεση όσων υποβάλλουν τυπικά υποψηφιότητα προς πρόσληψη, χωρίς γνήσια πρόθεση πρόσβασης στην απασχόληση
25    3.1.5 Η αντικειμενική καταλληλότητα του υποψηφίου για τη συγκεκριμένη θέση
29    3.2 Άμεση διάκριση
29    3.2.1 Οι προϋποθέσεις για την ύπαρξη άμεσης διάκρισης
29    3.2.1.1 Το πρόβλημα της σύγκρισης
36    3.2.1.2 Ο αιτιώδης σύνδεσμος με το προστατευόμενο γνώρισμα
39    3.2.2 Περιπτωσιολογία άμεσων διακρίσεων κατά την πρόσληψη
44    3.2.3 Η υποχρέωση πληροφόρησης του εργοδότη και το «δικαίωμα στο ψέμα»
48    3.3 Έμμεση διάκριση
55    3.4 Άρνηση εύλογων προσαρμογών
63    3.5 Δυνατότητα δικαιολόγησης της διαφορετικής μεταχείρισης
63    3.5.1 Το στενότερο περιθώριο δικαιολόγησης των άμεσων διακρίσεων στο δίκαιο της Ένωσης σε σύγκριση με την ΕΣΔΑ
65    3.5.2 Η συνδρομή ουσιαστικής και καθοριστικής επαγγελματικής προϋπόθεσης
69    3.5.3 Η τήρηση της δημόσιας ασφάλειας, η πρόληψη ποινικών παραβάσεων, η προστασία της υγείας και των δικαιωμάτων και ελευθεριών των άλλων και οι εξαιρέσεις σχετικά με τις ένοπλες δυνάμεις
72    3.5.4 Λόγοι που δικαιολογούν τη διαφορετική μεταχείριση ειδικά λόγω ηλικίας
77    3.5.5 Θετικά μέτρα
83    4. Η υπέρβαση των αποδεικτικών δυσχερειών: κατανομή του βάρους απόδειξης και αξίωση πληροφόρησης υπέρ του απορριφθέντος υποψηφίου
83    4.1 Εισαγωγικά: η αποδεικτικά δυσχερής θέση του απορριφθέντος υποψηφίου
84    4.2 Η κατανομή του βάρους απόδειξης
84    4.2.1 Η νομολογιακή διαμόρφωση των κανόνων σχετικά με το βάρος της απόδειξης
87  4.2.2 Η ενσωμάτωση των κανόνων περί κατανομής του βάρους της απόδειξης στις Οδηγίες σχετικά με τις διακρίσεις
89  4.2.3 Το περιεχόμενο της αποδεικτικής διευκόλυνσης ειδικότερα
92  4.2.4 Πραγματικά περιστατικά βάσει των οποίων επιτυγχάνεται αντιστροφή του βάρους απόδειξης - Ειδικά η αξιοποίηση «δοκιμαστικού» συνυποψηφίου
97      4.2.5 Το περιεχόμενο του βάρους απόδειξης που μετατοπίζεται στον εργοδότη
101    4.3 Η αξίωση πληροφόρησης του απορριφθέντος υποψηφίου
107    5. Έννομες συνέπειες επί δυσμενούς διάκρισης κατά το προσυμβατικό στάδιο
107    5.1 Εισαγωγικά: θέση του προβλήματος
108    5.2 Οι κυρώσεις λόγω απαγορευμένης διάκρισης κατά τη νομολογία του ΔΕΕ
114    5.3 Οι κυρώσεις λόγω απαγορευμένης διάκρισης στις ενωσιακές Οδηγίες
116    5.4 Οι κυρώσεις λόγω απαγορευμένης διάκρισης στο ελληνικό δίκαιο.
116    5.4.1 Η επιλογή εννόμων συνεπειών στο προσυμβατικό στάδιο
119    5.4.2 Η υποχρέωση κατάρτισης της σύμβασης ως έννομη συνέπεια.
119    5.4.2.1 Σε περίπτωση προσλήψεων κατόπιν προκήρυξης διαγωνισμού
121    5.4.2.2 Σε περίπτωση προσλήψεων χωρίς προκήρυξη διαγωνισμού
135    5.4.2.3 Υποχρέωση σύναψης της σύμβασης εργασίας και αδυναμία παροχής
140    5.4.2.4 Υποχρέωση σύναψης σύμβασης εργασίας και εξειδίκευση του περιεχομένου της
143    6. Επίλογος
145    7. Πίνακας βιβλιογραφίας
145    Ελληνική
151    Ξενόγλωσση

It is highly surprised that casual workers in some of countries’ labour legislations are treated as of no values despite experiencing the same constitutional rights as permanent employees. They work hard as a normal employee and sometimes if not most of the time more than some normal employees but experiencing low coverage of wages. Although sometimes they are paid well according to the working hours spent, this mostly depends on the nature and background of their employers.
Employers are not obligated to offer casual workers with an employee reimbursements compendium that full-time, permanent employees receive. This entails that most of them do not obtain paid vacations, retreats, breaks, holidays, or sick leave, and employer's annuity and health protection strategies do not customarily embrace them. It is rarely seen for labour legislations in Tanzania to include a casual worker as an employee.
This manuscript intends to make an analysis on the position of casual workers in Tanzania, by looking at a number of labour legislations so as to make a determination as to how does these employment legislations have provided for the recognition and protection of casual workers in Tanzania. It also entails at estimating possible reasons for the recruitment of casual workers, disadvantages of recruitment of casual workers, and the challenges facing casual workers before, during and after being recruited by the employers. In the end it is the conclusion whereby the position of casual workers in Tanzania is seen and the possible solutions to suppress violations of casual worker’s rights.

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.

Tesi di laurea magistrale in Diritto e Politiche Comunitarie del Lavoro, discussa nella sessione di Aprile 2014.
L'elaborato tratta il tema dell'aziendalizzazione della contrattazione collettiva in Italia ed in Europa.
All’interno del primo capitolo viene analizzato il fenomeno aziendalizzazione nel suo complesso. A partire cioè dalla rottura delle tradizionali comunità di riferimento imperniate sul ruolo dello Stato e sulla centralità della legge con i suoi rinvii al contratto collettivo nazionale; rottura causata anzitutto dalla globalizzazione. La nuova comunità di riferimento – visti i tentennamenti nel processo di integrazione europea – è così diventata l’azienda con la sua ragione, il suo interesse e la sua libertà. Tale mutamento è stato assecondato anche dalle tradizionali comunità di riferimento e dall’analisi economica del diritto.
Nel secondo capitolo si prende in considerazione l’evoluzione storica della contrattazione collettiva in Italia. A partire dagli anni ’90 il legislatore ha iniziato un lungo processo teso a valorizzare e incentivare la contrattazione decentrata della retribuzione di produttività. Il protocollo de 23 luglio 1993, infatti, per la prima volta, seppur nell’ambito di una centralizzazione della struttura negoziale, ha formalmente assegnato alla contrattazione decentrata “il compito essenziale, se non esclusivo, di collegare la retribuzione agli andamenti della produttività e redditività” .
Sono intervenuti in seguito una serie di Accordi volti a modificare la struttura contrattuale:
• l’Accordo quadro di riforma degli assetti contrattuali del 22 gennaio 2009 seguito dall’Accordo interconfederale attuativo del 15 settembre 2009;
• l’Accordo interconfederale del 28 giugno 2011;
• l’Accordo interconfederale del 21 novembre 2012, contenente le “Linee programmatiche per la crescita della produttività e della competitività in Italia”;
• Il Protocollo d’intesa del 31 maggio 2013 che introduce regole ad hoc su rappresentanza e rappresentatività sindacale in applicazione dell’Accordo del giugno 2011, a cui ha fatto seguito il Testo Unico sulla rappresentanza del 10 gennaio 2014.
Tali intese hanno visto al loro interno la rottura dell’unità sindacale in diverse occasioni , ma tutte sono state caratterizzate dal costante collegamento fra crescita della produttività e livello decentrato .
Nel terzo capitolo viene analizzata brevemente l’evoluzione del diritto del lavoro dell’Unione Europea e l’influsso che tale evoluzione ha avuto sul nostro Paese. In particolare vengono prese in considerazione le direttive in tema di orario di lavoro e il loro recepimento attraverso il d.lgs. n. 66 del 2003. Infine, viene analizzato una forma di influenza da parte dell’UE, difficilmente inquadrabile sotto un profilo puramente giuridico, come la lettera che la BCE inviò all’Italia il 5 agosto 2011.
Nel quarto capitolo – dopo aver delineato gli aspetti generali del fenomeno aziendalizzazione, l’evoluzione del sistema di contrattazione collettiva in Italia e l’influsso della legislazione europea – verrà esaminato il caso FIAT, che di quanto analizzato nei primi tre capitoli è il frutto, rappresentando il caso di un’azienda che a seguito di un processo di internazionalizzazione aveva la necessità di dare vita ad un proprio organization-based employment system, e lo strumento per realizzare ciò è rappresentato dall’utilizzo di un contratto aziendale, definito “contratto specifico di primo livello”.
Nel quinto ed ultimo capitolo, invece, trovandoci in un contesto completamente differente – cioè il Nord-est, tradizionalmente caratterizzato da una moltitudine di piccole e medie imprese -, ma comunque segnato da una forte crisi e da un vistoso calo della produzione industriale, viene in luce la necessità da parte dell’associazione confindustriale della provincia di Pordenone di mettere in piedi una proposta di accordo territoriale per provare a rendere nuovamente competitività sul piano nazionale e internazionale l’area del pordenonese. In questo caso, quindi, sarà il contratto territoriale a dettare le linee guida a cui i contratti aziendali dovranno adattarsi.

The aim of this report is to compare social identity (ID) card schemes in the construction sector in different European countries to make recommendations for the design of a social ID card scheme in the construction sector in Romania. Social ID cards provide information on the employer and employee to confirm if workers on a construction site should be on the site or not as well as other information about the worker (e.g., health and safety certificates, training successfully undertaken, driver licences). To understand social ID cards, it is useful to view them as a certification tool for a worker containing visible and secure electronic information. They are an example of the use of information and communication technologies (ICTs). This report evaluates in detail the social ID card schemes in 11 European countries, namely: Belgium, Finland, France, Iceland, Italy, Lithuania, Luxembourg, the Netherlands, Norway, Spain, and Sweden.

This article aims to introduce in the scientific debate on the future of EU labour law and its relationship with human and fundamental rights, a redefinition of the collective labour rights in terms of 'collective labour freedoms'. This redefinition is undertaken in different steps and initiates from the so-called 'Laval doctrine' that has emancipated the economic freedoms (mainly referred to the freedoms of the employers) from the social rights (mainly referred to the rights of workers and trade unions): collective labour freedoms do not question the outcome of the balance made by the CJEU but the possibility of balancing per se. In order to do so, this contribution proposes a different methodology that synthesises a socio-historical analysis of social rights as materially considered and acted by social partners with a positive reading of fundamental charters and constitutions in which the freedom of association, the right to collective bargaining and industrial actions are recognised as tools to regulate the interests of social and economic nature (in form of an inseparable hendiadys) pursued by both sides of the labour market, employers and employees. Collective labour freedoms underline the inherent economic nature of labour law and, in line with the theoretical framework (but opposite in terms of political goals) with the German ordoliberals, they do not deny the freedom of market; moreover, they are valuable entitlements to achieve the social market economy as enshrined in Art. 3(3) of TEU. The article finally presents a possible outcome of the proposed methodology with an example taken from a pivotal case from the Italian Supreme Court on the limits to the exercise of the right to strike in non-standard forms.

"The Report presents insights which illuminates the intertwinements of European regulatory policies and global governance arrangements. By pinning down the exact nature of the interaction between these two levels, the EU’s dilemma becomes obvious: On the one hand, stronger global governance can be a chance, through which the EU can clarify its own raison d’être of increased integration to the wider world. On the other hand, the design of the European project is being challenged by more assertive global structures. This is especially the case in relation to the WTO regime, which is constraining the decisional autonomy of the EU, regarding the appropriateness of its content and its external effects. Thus, the regulation of services in the EU and the WTO are discussed in the first section of this report. Section two focuses on labour standards, which are analysed from different angles in order to clarify the functions of the WTO and the ILO, multinational companies as well as other private actors within this specific field. The final section deals with the legitimacy problematic of transnational governance.

Table of contents:

Introduction
Christian Joerges and Poul F. Kjaer

Section One: Freedom of Services

Chapter 1
The Multiple Understandings of Conflict between Trade in
Services and Labour Protection
Alexia Herwig
Chapter 2
Competing in Markets, not Rules:
The Conflict over the Single Services Market
Susanne K. Schmidt
Chapter 3
Competitiveness and Labour Protection: A Comment
Markus Krajewski
Section Two: Labour Standards
Chapter 4
WTO and ILO: Can Social Responsibility be maintained
in International Trade?
Josef Falke
Chapter 5
Reframing RECON: Perspectives on Transnationalisation and
Post-national Democracy from Labour Law
Claire Methven O’Brien
Chapter 6
Transnational Governance and Human Rights: The Obligations of
Private Actors in the Global Context
Regina Kreide
Section Three: The Legitimacy of Transnational Governance
Chapter 7
Legitimacy through Precaution in European Regulation of GMOs?
From the Standpoint of Governance as Analytical Perspective
Maria Weimer
Chapter 8
The Justice Deficit of the EU and other International Organisations
Jürgen Neyer
Chapter 9
Towards Normative Legitimacy of the World Trade Order
Alexia Herwig and Thorsten Hüller
Chapter 10
From Utopia to Apology – The Return to Inter-state Justice
in Normative IR Scholarship: Comments on Neyer and
Herwig & Hüller
Jens Steffek"

Jedan od važnih zadataka zemalja kandidata za članstvo u EU jeste implementacija administrativnih principa, procedura, vrednosti i standarda EU. Ključni elemenat koji treba da bude implementiran jesu standardi statusa državnih službenika, te su u radu ti standardi analizirani. Ovo je vrlo bitno zbog veze koja postoji između države i službenika, te ovlašćenja i obaveza koja imaju. Ovi standardi su, takođe, bitni ukoliko želimo da razvijamo efikasan i profesionalan službenički sistem. Da pomenemo neke od njih: zakonitost, stručno usavršavanje, napredovanje, ocenjivanje. Istovremeno, naša zemlja, kao članica Saveta Evrope, ima obavezu da prihvati određene standarde definisane u pravnim aktima Saveta Evrope, a posebno Kodeksu postupanja javnih službenika, kao što su: zakonitost u radu, profesionalizam, depolitizacija, javnost rada.

Prawa podstawowe, stanowiące ogólne zasady prawa Wspólnoty, pojawiają się w orzecznictwie Europejskiego Trybunał Sprawiedliwości od końca lat sześćdziesiątych XX wieku . Bez wątpienia Europejski Trybunał Sprawiedliwosci (ETS) odgrywa szczególną rolą w kształtowaniu aksjologicznych podstaw europejskiego porządku prawnego . Trybunał odwołuje się w szczególności do praw wynikających z tradycji i praktyk konstytucyjnych Państw Członkowskich, praw zawartych w Europejskiej Konwencji Praw Człowieka, jak również w Karcie Praw Podstawowych (KPP). Pytania prejudycjalne sformułowane przez wnioskodawców w sprawach Viking  i Laval  rozstrzygniętych w niedalekiej przeszłości przez ETS, odnosiły się do prowadzenia rokowań zbiorowych, podejmowania akcji zbiorowych, w tym organizowania strajków przez związki zawodowe.
Jednym z ważniejszych problemów uwidaczniających się w omawianych orzeczeniach jest zagadnienie wzajemnych relacji pomiędzy podstawowymi swobodami obowiązującymi we Wspólnocie (swoboda przepływu towarów, usług, kapitału i pracowników) a prawami fundamentalnymi, do których z pewnością należy wolność zrzeszania się oraz prawo do prowadzenia negocjacji i akcji zbiorowych.

This thesis answers the question if the CJEU legal practice concerning labour clauses in the Public Procurement  strike a fair balance between social and economic considerations.
In particular, it deals with the EU Public Procurement Directives (2004 and 2014) , the Rüffert and the Bundesdruckerei case and the ILO Convention No. 94. It depicts the contradiction between the ILO Convention No. 94 and the EU law and thus the possible incompability of the Convention with EU law in terms of Art. 351 TFEU.

The purpose of this article is to assess the status of collective labour rights in the EU legal order, in the shadow of the current economic crisis. In sharp contrast to the key position granted to collective social rightsin the New Deal programs which contributed to bring the US out of the Great Depression, today the EU appears to be less and less protective of workers’ collective rights. Following the infamous Laval and Viking judgments, recent developments at EU level have undermined any legal certainty regarding trade unions’ rights. Such an uncertainty results in a “chilling effect” upon collective action, as the recent British Airlines dispute has shown. Against this judge-made framework the analysis is developed around two main themes. On the one hand, we set forth and criticise the interpretation both of trade unions as such and of their rights delivered by the CJEU, taking into account the recent judgments dealing with the right to collective bargaining. On the other, we analyse the evolutions of the relationship between fundamental social rights and economic freedoms. In particular, the assessment of the Commission’s proposal for a Regulation on the right to take collective action in the context of economic freedoms comes as an interim conclusion on the topic. The study proceeds to approach the issue in the light of the accession of the EU to the ECHR, with regard to the ECtHR recent jurisprudence which appears as more respectful of the right to bargain collectively and the right to strike

To tackle participation in unregistered employment, the conventional policy approach has been to deter such work by increasing the penalties and risk of detection. Recently, an alternative preventative approach has emerged that tackles participation in unregistered employment by improving citizens vertical trust (in the state) and horizontal trust (in each other). To evaluate these competing policy approaches across different European regions, Eurobarometer survey data collected in 2019 is analysed. The finding is that in the EU as a whole, the likelihood of participating in unregistered employment is not significantly associated with the perceived penalties and likelihood of being caught, but there is a strong significant association between the likelihood of participating in unregistered employment and the level of vertical and horizontal trust, suggesting the need to moved beyond a deterrence approach. However, one approach does not fit all European regions. A variegated approach is required. In SouthEast Europe, East-Central Europe and the Nordic nations, it is only horizontal trust that is significantly associated the likelihood of engaging in unregistered employment, whilst in Southern Europe it is vertical trust and the risk of detection. The implications for theory and policy are discussed.