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1
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Is the right to equal pay for equal work or work of equal value distant reality or only utopia?

100%
Nevická D., Ladiverová E.
The Lawyer Quarterly
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2022
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vol. 12
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issue 3
282-289
EN
In the presented article we analyze the issue of equal pay for equal work or work of equal value. The principle of equal pay is regulated quite broadly in European legislation; however, its practical application does not correspond to the intention of the legislators and the pay gap in the European Union is still at the level of 14.1%. The authors deal with Slovak and European legislation, case law of the Court of Justice of the European Union as well as a new directive of the European Parliament and the Council, which strengthens the application of the principle of equal pay for men and women for equal work or work of equal value through transparency of remuneration and stronger enforcement mechanisms. Will this new legislative framework be without an impact on application practice, or can the new directive really help to eliminate the pay gap and thus prevent disputes? What is the role of so-called single source? The authors are of the opinion that the form of transposition of the Directive by the Member States will be a key variable in answering the presented question.
2
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Gender inequality among employees in Kazakhstan

88%
Ryskaliyev D. U., Mirzaliyeva A., Tursynbayeva G., Muratova E. M., Buribayev Y. A., Khamzina Z. A.
The Lawyer Quarterly
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2019
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vol. 9
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issue 4
319-332
EN
Gender discrimination remains an objective fact that accompanies the labor market in Kazakhstan. Employment, distribution of labor duties within the employees and imposition of new duties on the employee, above and beyond the stipulated labor contract, are accompanied by gender discrimination. Job advertisements include requirements for applicants’ gender; at interviews, female applicants are directly asked discriminatory questions about fulfillment of family duties, plans to create a family or have children. At the same time, there are no questions about the possibilities of combining work and family duties when hiring a man with family responsibilities. There are no female representatives in senior positions of top state institutions, as well as among top managers of enterprises in quasi-public and private sectors, with some rare exceptions, and among the leaders of the regions, the capital, the cities of republican significance there has never been a woman. However, from the point of view of legislation, in Kazakhstan there are no problems with gender inequality in general and there is no discrimination in labor relations. The article argues for the need to take measures in Kazakhstan’s society and the labor market towards achieving actual gender equality. Arguments in favor of enacting comprehensive anti-discrimination legislation aimed at combating direct and indirect discrimination, covering all prohibited grounds for discrimination, including gender identity, are presented. Recommendations have been developed to ensure full access of women to economic, social and cultural rights and their implementation in Kazakhstan.
3
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Theoretical Principles of Employees’ Rights Protection in the Context of Responsibility for Mobbing

75%
Volchenko N., Klietsova N.
Journal of Modern Science
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2019
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issue 3(42)
201-213
EN
Purpose of the work is to investigate theoretical principles of employees’ rights protection in the context of responsibility for mobbing. The theoretical and methodological basics of the research are general scientific and special methods of certain jurisprudence phenomena and processes’ cognition. The dialectical method was used in the synthesis of theoretical and methodological foundations of employment policy abroad and in Ukraine, as well as formulating conclusions. Thus, we used a common dialectic method which allowed us to reveal the content of employer, employee and mobbing in the context of the domestic and foreign scholars’ experience. We also have used abstract and logical investigation methods of law process in the field of employee’s rights protection. Statistical methods were used for analyzing trends of employee’s rights in different countries. The authors investigated: the main stages of the employment in Ukraine; focused attention on three events that occur during the legal employment of a hired worker; the definition of the mobbing, its concept, the experience of counteracting and establishing responsibility for this offense in the EU. The paper identified the main principles of the mobbing counteracting system’s development in Ukraine. In further investigations it is necessary to make a distinction between actions that Theoretical Principles of Employees’ Rights Protection in the Context of Responsibility for Mobbing take place exclusively at the workplace while performing employee’s duties and extending to more private aspects of a person’s life (correspondence, messengers, telephone calls at a time that is not formally a working).
4
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Activities of self-employed persons in the conditions of digitalization

63%
Bagirova G.
Reality of Politics
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2022
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issue 20
7-14
EN
In modern conditions, the level of scientific development of theoretical and practical problems of self-employment is at an early stage. It should be noted that in the conditions of market transformations, self-employment for a certain part of the population is a way to survive in difficult life situations. Self-employment as a type of economic behavior can be described, on the one hand, as a strategy to ensure living conditions in a changing life situation and solve the problem of unemployment, and on the other – as the first step in the implementation of entrepreneurial behavior. The transition of self-employment to entrepreneurial activity is a social indicator of maturity of the subject of individual labor activity. Self-employment is a manifestation of further self-organization of individuals and is characterized as a strategy to solve the problem of unemployment and ensure proper living conditions. Determined by autonomy and freedom of action, self-employment ideally allows a person to receive income, adequate quantity and quality of labor and investment. At the legislative level, the term “self-employed person” has the following definition. A self-employed person is a taxpayer who is an individual entrepreneur or carries out an independent professional activity, provided that such a person is not an employee within such entrepreneurial or independent professional activity. Self-employment differs from traditional employment with regular remuneration by its inherent autonomy and individual orientation, which contributes to the gradual formation of a fundamentally new stratum of the economically active population, which has abandoned paternalistic expectations. This is the social value of self-employment. The most common type of self-employment is entrepreneurial activity, which includes a system of actions and deeds related to starting your own business, business activity, risk. The market environment expands the freedom to choose the scope of labor, the possibility of applying labor, which, combined with the responsibility of economic entities for the results of production, promotes the development of effective forms of self-employment, including small business.
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Leszczyński zaryzykował syntezę historiograficzną – proludową, antyelitarną, daleką od „polityki historycznej”

51%
Kula M.
Kultura i Społeczeństwo
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2020
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vol. 64
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issue 4
181-198
PL
Adam Leszczyński’s book Ludowa historia Polski. Historia wyzysku i oporu. Mitologia panowania (2020) [A People’s History of Poland: A Story of Exploitation and Resistance – the Mythology of Ruling] contains a historiosophical vision and covers the entire history of Poland in a manner that has not been seen in academic Polish historiography for years. Leszczyński focuses on analyzing the history of the popular classes. He describes this peasant nation and its work, status, and living conditions, along with the poor state of the countryside; he writes of the humiliating treatment of the peasants in the interwar period, and about popular behavior and revolts, first, for example, in the form of flight from the manor, then in the development of socialist, national, or peasant movements, and later as revolts in rural areas in the interwar period and opposition to collectivization in the People’s Republic of Poland. Leszczyński shows that in the past the peasants had no interest in working well. He presents the working conditions in factories in the early period of industrialization and the emerging conflicts. The author of the essay considers that the facts and phenomena in the history of the peasants presented by Leszczyński may be a good starting and reference point for analyses of very different matters in historiography and in contemporary research. He appreciates Leszczyński’s wide-ranging, anti-elite, and pro-people synthesis.
6
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Применение нормативно-правовой базы в сфере государственной гражданской службы Российской Федерации в деятельности коммерческих организаций

51%
Глотова С.
Wschodni Rocznik Humanistyczny
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2019
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vol. XVI (2019)
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issue 4: Kampania i wybory do parlamentu europejskiego w kontekście problemów historii najnowszej
137-148
RU
Статья посвящена вопросам применения правовых актов, регулирующих прохождение государственной гражданской службы, в деятельности кадровых подразделений негосударственных организаций. В данном контексте эти правовые акты рассматриваются как методические документы, которые организации могут использовать в качестве основы для разработки своих локальных нормативных актов. Также в статье установлены правовые основы локального регулировании трудовых отношений в Российской Федерации, определены цели издания локальных нормативных актов кадровых подразделений. Названы основные локальные нормативные акты, которые должны быть обязательно разработаны в соответствии с трудовым законодательством. Отмечено, что при разработке этих документов могут возникнуть проблемы с установлением их типовой формы, структуры и содержания. Вместе с тем в статье предложены способы выявления типовых показателей, названы конкретные аспекты правового регулирования прохождения государственной гражданской службы, которые могут быть применимы в деятельности коммерческих организаций
EN
The article is devoted to the application of legal acts regulating the state civil service in the HR work of the non-governmental organizations. In this context, these legal acts are considered as methodological documents that organizations can use as a basis for their local regulations. The article also establishes the legal basis for the regulation of labor relations in the Russian Federation, defines the objectives of the publication of local regulations of personnel departments. The main local regulations, which must be developed in accordance with the labor legislation, are named. It is noted that the development of these documents may have problems with the establishment of their standard form, structure and content. At the same time, the article suggests ways to identify typical indicators, names specific aspects of legal regulation of the state civil service, which may be used in the activities of commercial organizations
XX
Artykuł traktuje o problemach w stosowaniu aktów prawnych regulujących państwową służbę cywilną w działalności działów personalnych organizacji pozarządowych. W tym kontekście te akty prawne są uważane za dokumenty wzorcowe, które organizacje te mogą wykorzystać jako podstawę do opracowania lokalnych przepisów
7
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NORMATIVE AND LEGAL FACTORS OF THE LABOR MARKET AND EMPLOYMENT IN UKRAINE

45%
Dubych K. V.
International Journal of Legal Studies (IJOLS)
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2018
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issue 3(1)
61-78
EN
In the article, the research presents the drivers for the labor market and employment shadow-ing, the normative and legal factors in Ukraine, which are characterized by the following: the imperfection, obsolete domestic labor legislation, insufficient coherence of the corresponding normative legal acts and their provisions with international norms in the employment; low level of effectiveness of anticorruption legislation and state programs in the part of shadowing the labor market and employment of the population as an integral part of the state anti-corruption policy; the lack of effective regulatory and legal mechanisms of state administration to fight the shadow employment, adherence to legal social and labor relations in the field of employment; cumbersome tax system and instability of the taxation laws; excessive regulation of entrepreneurial activity and legal insecurity of economic entities in terms of the abuse by state controlling bodies. Taking into account the above we have found that one of the factors of the shadow processes of the labor market and employment in Ukraine is the imperfection of the regulatory framework, which does not facilitate the legalization of the labor market and employment of the population, but as a paradox - encourages the processes of shadowing.
PL
Autorzy niniejszego artykułu podjęli próbę zbadania determinujących czynników sprzyjających ukraińskiemu rynkowi pracy i procesom zatrudnienia oraz czynników normatywnych i prawnych, które charakteryzuje: niedoskonałość; przestarzałe ukraińskie prawo pracy; niewystarczająca spójność odpowiednich normatywnych aktów prawnych i ich przepisów z międzynarodowymi normami w zatrudnieniu; niski poziom skuteczności ustawodawstwa antykorupcyjnego i programów państwowych śledzących rynek pracy i zatrudnienia - jako integralnej części państwowej polityki antykorupcyjnej; brak skutecznych mechanizmów regulacyjnych i prawnych administracji państwowej, które mogłyby zapewnić zwalczanie szarej strefy na rynku pracy, przestrzegania prawnych stosunków społecznych i stosunków pracy w dziedzinie zatrudnienia; kłopotliwy system podatkowy i niestabilność prawa podatkowego; brak bezpieczeństwa prawnego podmiotów gospodarczych w obliczu nadużyć ze strony państwowych organów kontrolujących. Biorąc pod uwagę powyższe autorzy stwierdzili, że niedoskonałość ram prawnych, nie ułatwia legalizacji rynku pracy i zatrudnienia ludzi, ale jako paradoks - zachęca do procesów związanych z nieformalnym zatrudnianiem na ukraińskim rynku pracy.
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