«Иностранный язык»
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ОБРАЗОВАТЕЛЬНОЕ УЧРЕЖДЕНИЕ ПРОФСОЮЗОВ ВЫСШЕГО ОБРАЗОВАНИЯ АКАДЕМИЯ ТРУДА И СОЦИАЛЬНЫХ ОТНОШЕНИЙ Кафедра профессиональных иностранных языков РЕФЕРАТ По дисциплине: «Иностранный язык» По книге: «INTERNATIONAL EMPLOYMENT LAW» (Международное трудовое право) Выполнила: аспирантка кафедры трудового права первого года обучения Орлова Вера Алексеевна Проверила: к.п.н., профессор Матвеева Ирина Владимировна Москва 2015 г. Contents Summary ………………………………………………………………………………….4 The original text………………………………………………………………………….15 Translation ………………………………………………………………………………25 Glossary………………………………………………………………………………….40 References……………………………………………………………………………….49 INTERNATIONAL EMPLOYMENT LAW RELEASE 1 · 2012 HIG Juris Publishing is pleased to present Release 1 of International Employment Law. This release contains comprehensive revisions to the chapters on: · · · · Argentina Canada Chile Czech Republic Mexico · New Zealand · Poland · Sweden Dominican Republic France This release also contains new chapters on: United Kingdom Bulgaria Iran The Netherlands Romania Thailand Trinidad and Tobago Vietnam Summary The publication «International Employment Law», Release 1, 2012 edited by General Editor Dennis Campbell, printed in the United States of America contains chapters on the International Employment Law of Argentina, Canada, Russia, Netherlands. Labor Law in Argentina Labor relationships in Argentina are governed by the Constitution, international treaties and conventions, and Labor Contract Law Number 20,744 (Ley de Contrato de Trabajo or the «Labor Contract Law»). The Constitution contains the overriding principles governing labor relationships, such as freedom of employment, the right to work in a dignified and equal manner, the right to earn appropriate wages which cannot fall below a minimum declared by law, the right to be entitled to paid breaks and vacations, and equal remuneration for equal work. The Labor Contract Law sets minimum statutory thresholds and governs every aspect of labor relationships, such as remuneration, termination, vacations, timetables, and leave of absence, among others. The labor justice structure is divided among the provinces and the city of Buenos Aires. No court has the power to control another, but only to review appealed decisions in some cases, depending on the jurisdiction. In principle, case law has no precedential effect, except only in a full-bench judgment in which all the judges of the National Labor Court of Appeals participate. These judgments determine legal doctrine and the criterion adopted by the court in that case is mandatory for ten years for all of its ten chambers and for all first instance labor courts sitting in Buenos Aires. Appeals against judgments rendered by the National Labor Court of Appeals or by the Superior Courts of each province may be filed as extraordinary appeals before the National Supreme Court of Justice, which is an exceptional appeal aimed at preserving the supremacy of the Constitution and is only applicable in very specific situations. A labor relationship exists when a person provides personal services to another in exchange for remuneration while in a legally, economically, and technically subordinate position. This arrangement need not be in writing to constitute a legally binding agreement between the worker and the employer. Argentine law governs all labor activities in Argentina, regardless of where the employee was first hired or where the employment contract was entered into or signed. The basic sources of labor law in order of priority are:
Persons from 16 to 18 years of age are considered to be minors for the purpose of labor law. They may become employees with the consent of their parents. An employee who is a minor is entitled to the same remuneration as an adult for an equivalent workday with similar tasks. The law guarantees the female worker equal remuneration for equal work, and protection against discrimination in employment based on sex or marital status. Female employees are entitled to a two-hour rest at midday, although this rule is generally not enforced and can be eliminated with the approval of the Ministry of Labor. Foreigners who wish to work in Argentina should first obtain a transitory or temporary residency permit, depending on the amount of time they plan to spend in the country. The basic working day is eight hours with a maximum of 48 hours per week. Any hour worked between nine o’clock in the evening to six o’clock in the morning is equal to one hour and eight minutes in order to calculate the number of hours to be included in a basic working day. Hours of work in excess of the basic working day are payable at overtime rates equivalent to a 50 per cent surcharge on the normal wage. However, after one o’clock in the afternoon on Saturdays, Sundays, and holidays, the surcharge is 100 per cent. Night shift workers do not receive overtime pay for night work. Part-time workers cannot work more than two-thirds of the normal working schedule and cannot work overtime hours. The employer should grant to employees the appropriate amount of vacation days and special leaves of absence for illness and important personal events. The employee will receive normal pay from the employer during leaves of absence, except for maternity leave which entitles an employee to social security benefits equal to normal salary payments and will normally be paid by the employer. The employee’s duty to keep company secrets continues during the period of employment and extends indefinitely beyond the end of that period. The employee will thus always be under an obligation not to reveal confidential information or company secrets. Section 16 of the Constitution sets forth the main principle on discrimination, i.e., all inhabitants of Argentina are equal before the law and admissible to employment without any condition other than that of aptitude. It also sets forth the principles of equal working conditions and equal remuneration in respect of work of equal value. Section 14 bis of the Constitution grants workers the right to «collaborate in the management» of a company, this right has not yet been implemented through any law. The LRT aims to prevent work accidents and illnesses by requiring that each insured employer develop a plan for the improvement of hygiene and security conditions at work. The Superintendent of Risks Insurance should approve any such plan prior to implementation by the employer. The employer should perform pre-occupational medical examination to prospective employees. Pre-occupational exams determine the job applicant’s aptitude according to physical and psychological conditions for the performance of required activities, and also are useful to detect pre-existent pathologies. These exams cannot be used with discriminatory aims. The main types of the Labor Contracts to be concluded between the employer and employee are as following:
One of the important points considering by the Labor Law is termination of the employment relations. The key issues to consider when bringing a labor relationship to an end are the reasons for the termination, the appropriate prior notice, and the amount of compensation which may be due. The following are the various causes for termination: • Mutual agreement; • Termination by the employer with just cause; • Termination by the employer without just cause and indirect dismissal; • Dismissal due to force majeure; • Dismissal due to economic events; • Bankruptcy of the employer; • Incapacity of the employee; • Expiration of a fixed-term contract; • Resignation; • Abandonment of work; • Retirement; or • Death of the employer or employee. Labor Law in Canada Canada is a federal state with a parliamentary system of government, divided into ten provinces and three territories. The territories enjoy the legislative powers of provinces, but by virtue of federal statutes rather than the Constitution. Provinces have exclusive jurisdiction over all aspects of employment relations, except over a number of industries specified in the Constitution. However, federal jurisdiction over employment relations remains the exception both in terms of the industries covered and in terms of the number of employees governed by federal law. Provincial laws dealing with employment relations do not affect federally regulated employees in any way, while federal laws have no effect on provincially regulated ones. There are thus no «national standards» in the laws relating to employment, although these laws are similar in many respects for two main reasons. First, the federal and provincial legislatures have tended to be influenced by each other’s laws and, up to the Second World War, by British legislation. Second, all jurisdictions in Canada other than Quebec (which has a civil law system) received English common law as their fundamental legal system at the time when they first became British colonies, and their courts were bound by the decisions of English courts on points of common law. This uniformity has been reinforced by the fact that all decisions of provincial and federal courts are ultimately appealable to the Judicial Committee of the Privy Council before 1949, and to the Supreme Court since that date. The principles of Quebec’s civil law in employment matters also have generally been applied in a manner which has produced results similar to those in common law jurisdictions. Modern employment law is based on contracts between employers and employees in the context of a free market economy. In principle, a potential employer and employee agree to enter into a contract of employment on mutually acceptable terms, creating the legal basis for their employment relationship. The parties may modify or end the contract by mutual agreement. Contracts of employment may be oral or written. Typically, employees are hired following an oral explanation of the terms and conditions of employment or are given a letter summarizing the main terms and making reference to fringe benefits, pension plans, and the like. Common and civil law courts also will invariably imply the following terms into a contract of employment, unless they have been expressly excluded by the parties: • The employee will carry out his duties in a faithful matter and guard the confidentiality of the employer’s trade secrets; and • The contract of employment may not be terminated by either party except upon reasonable notice, unless cause for termination without notice exists. Most employees are paid a fixed annual salary or a sum per hour worked. White-collar and clerical employees almost invariably receive salaries, while blue-collar workers are commonly paid by the hour. Productivity bonuses or piecework rates also may apply to blue-collar workers. The remuneration of sales representatives may be a fixed base salary with commissions or made up entirely of commissions. The terms and conditions indicated in the contracts concluded between the employers and employees can vary according to the special categories of the employees. The following categories exist:
Laws prohibiting discrimination in employment on various grounds exist in all jurisdictions, and are generally quite similar. All jurisdictions, other than British Columbia and Ontario, have human rights commissions which investigate complaints of discrimination. Such complaints are heard in first instance before human rights tribunals, whose decisions may be judicially reviewed by the courts. In Saskatchewan, the courts hear human rights complaints. The following types of the discrimination are fixed:
An employer is required to take reasonable care for the safety of his employees. Employers, employees, and other persons in the worksite are required to observe safety standards which are often of a highly detailed and technical nature and vary from jurisdiction to jurisdiction. Labor Law in Russia Russia, being a federal state, establishes a framework for regulation of labor relations and employee social protection. Russia sets out the minimum rights and guarantees of employees, the procedures for conclusion, change and termination of labor agreements, liability of employers and employees, and the principles of the labor social partnership and collective bargaining. Russia, in 2006, adopted the new Labor Code, which is the cornerstone normative act binding for all employers and employees. Russian regions and municipalities may adopt normative acts that do not fall within the federal competence and do not contradict federal legislation. That means that they may participate in labor and social security policy by increasing employee rights and guarantees at their own expense. The principal document regulating employment relations in Russia is the Russian Federation Labor Code. As a general rule, employment relations arise on the basis of a written contract on employment, but actual admittance by the employer of the employee to work, even if an employment contract has not been duly drawn up, is qualified as signing of an employment contract. An employment contract must be concluded in the Russian language and must contain obligatory terms of employment, such as:
The Labor Code states that missing obligatory terms will not invalidate the employment contract. The parties to the contract (the employer and the employee) may include in the employment contract any other agreed employment terms, such as provisions as to probation, commercial secrets, and additional insurance. An employment contract normally will be concluded for an indefinite period of time. Temporary employment is allowed only in the events envisaged by the Labor Code and may not exceed five years. An employment contract may be concluded with persons who have reached the age of 16. The Labor Code provides additional protection for employees under 18 years of age, such as a lesser number of working hours, extended annual vacation leave, prohibition to work at night, statutory holidays, and weekends, and obligatory medical examinations at the expense of the employer. Employment of persons of 14 years of age and younger requires approval of parents and guardianship authorities, and is permitted only in a limited number of cases. In the Russian Federation, labor laws and regulations extend to labor relations involving foreign citizens and stateless persons, foreign legal entities and international organizations, and organizations formed or founded by foreign legal or natural persons, except as otherwise envisaged by an international treaty of the Russian Federation. The Russian Government has the power to restrict or prohibit employment of foreigners in any sphere of economy and in any region by establishment of quotas for employment of foreigners and establishing the permitted percentage of foreign employees that may be hired by an employer, depending on its business sector. Employment of non-citizens is governed by the Federal Law on the Legal Status of Foreign Citizens in Russia, Number 115-FZ dd., of 25 July 2002. It states that employment of non-citizens is conditional to obtainment by the employer of a permit to hire foreign workforce (issued within the limits of quota for a particular region) and obtainment by the foreign employee of an individual work permit. |
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