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The  principle of favour in Czech collective labour law

100%
Štefko M.
The Lawyer Quarterly
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2017
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vol. 7
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issue 3
173-179
EN
Once rich and flourishing Czech collective labour law world has been profoundly changed during Nazi and mainly Communistic Ara, where the role assigned to collective agreements was diminished to a soft plan implementing directives of the state. After our return to democracy, it is obvious that we have to adopt not only regulations but also to re-build informal structures. The principle of favour has been allowed in Czech labour law only to a limited extent not mainly owing to a constant wave of legal reforms and statutes amendments but because it takes too much time to re-shape scholars, justices and legal practitioners educated in different legal cultures to think creatively.
2
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The Trials and Tribulations of Zimbabwean Precarious Women Workers in Johannesburg: A Cry for Help?

86%
Hlatshwayo M.
Qualitative Sociology Review
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2019
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vol. 15
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issue 1
62-85
EN
There is a growing literature on the conditions of Zimbabwean women working as migrant workers in South Africa, specifically in cities like Johannesburg. Based on in-depth interviews and documentary analysis, this empirical research paper contributes to scholarship examining the conditions of migrant women workers from Zimbabwe employed as precarious workers in Johannesburg by zooming in on specific causes of migration to Johannesburg, the journey undertaken by the migrant women to Johannesburg, challenges of documentation, use of networks to survive in Johannesburg, employment of the women in precarious work, and challenges in the workplace. Rape and sexual violence are threats that face the women interviewed during migration to Johannesburg and even when in Johannesburg. The police who are supposed to uphold and protect the law are often found to be perpetrators involved in various forms of violence against women. In the workplace, the women earn starvation wages and work under poor working conditions. Human rights organizations and trade unions are unable to reach the many migrant women because of the sheer volume of violations against workers’ rights and human rights.
3
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Odpowiedzialność karna pracodawcy za naruszenie obowiązku informacyjnego o przejściu zakładu pracy na innego pracodawcę

58%
Kumor-Jezierska E.
Roczniki Administracji i Prawa
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2014
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vol. 14/2
215-230
PL
Kluczowym elementem ochrony pracy pracowników jest zapewnienie przez ustawodawcę środków prawnych, które pozwolą na egzekwowanie przestrzegania ich praw pracowniczych. W opracowaniu przeanalizowano, czy istnieją przepisy karne, które chronią prawo pracownika albo zakładowej organizacji związkowej do informacji o przejściu zakładu pracy i wynikających z tego skutkach dla pracowników. Przepisy prawa pracy nie przewidują dla pracodawców żadnej sankcji karnej za nienależyte wypełnienie obowiązku informacyjnego, o którym mowa w art. 23 § 3 KP, wobec pracownika. Niemniej w tym wypadku można poszukiwać zabezpieczenia ochrony tego prawa w przepisie art. 218 § 1a KK, który obejmuje prawa pracownika wynikające ze stosunku pracy lub ubezpieczenia społecznego. Jednakże zachowanie sprawcy musi cechować znamię złośliwości lub uporczywości. Z kolei w przypadku niepoinformowania zakładowej organizacji związkowej ustawodawca przewidział wprost kryminalizację takiego zachowania w art. 35 ust. 1 pkt 4 ZwZawU.
EN
The key element in the employee’s employment protection on the part of the legislator, is to ensure legal means which will allow the enforcement of the compliance with employees’ rights. In the dissertation, it was analyzed if there exist penal regulations that protect the employee’s or trade union organization’s right to be informed about the transfer of an employing establishment and its arising consequences for the employees. !e regulations of the labor law do not stipulate any criminal sanctions for the employer if they do not duly fulfill their duty to inform the employee, as specified in paragraph 23 § 3 of the Labor Code. Even so, in this case one can seek how to secure the protection of this law in paragraph 218 § 1a of the Penal Code, which comprises employees’ rights resulting from the employment relation or national insurance. Nevertheless, the conduct of the perpetrator must be characterized by maliciousness or persistence. But, in the case of not informing the trade union organization, the legislator provided for the direct criminalization of such conduct in paragraph 35, Act 1, item 4 of the Act on Trade Unions.
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