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International audience; Climat social et implication au travail des employés temporaires dans les très petites entreprises béninoises : une étude exploratoire Résumé L'objectif de cette communication est de mesurer l'influence du climat social sur le degré de l'implication des employés temporaires des très petites entreprises (TPE) au Bénin. Pour atteindre cet objectif, nous avions utilisé une méthode quantitative fondée sur une position positiviste et la méthodologie est celle d'une enquête par questionnaire auprès des employés des dont les données sont présentées et traitées dans le logiciel SPSS 21. Nos résultats ont révélé qu'un climat social favorable a un impact positif sur le degré d'implication des employés temporaire des TPE au travail. C'est-à-dire qu'un climat social favorable participe à l'amélioration de l'engagement organisationnel et de l'implication des employés dans leur travail, ce qui augmente la capacité des TPE à répondre aux attentes de leurs Parties Prenantes et donc le maintien d'une bonne notoriété sur le marché. Un climat social dont les conditions de travail sont favorables, les relations entre les employés ou avec les supérieurs hiérarchiques est de qualité, la communication à l'interne est respectée, facilite l'implication des employés au travail.

Most companies, either large or small, now employ more impermanent temporary employees, than full-time (permanent) employees. Impermanent temporary employees usually bear the same workload as regular employees or even more. However, in terms of salaries or other facilities, it is completely different for temporary employees, so they tend to feel less comfortable at work. One of the problems that arise from the inconvenience is the lack of commitment of temporary employees to the organization. This study aims to discover the effect of job insecurity on organizational commitment of impermanent temporary employees from Anggrek and Cempaka units in PT Royal Korindah. Purbalingga. Variables used in this research are: ‘job insecurity’ as the independent variable and ‘organizational commitment’ as the dependent variable. This study involves 82 temporary impermanent employees of the units examined. The results of data analysis indicate that there is a effect of job insecurity toward organizational commitment of the temporary employees of Anggrek and Cempaka units in PT Royal Korindah Purbalingga. The results also showed that job insecurity affected to 38.5% of the organizational commitment, whereas other factors influenced organizational commitment in a proportion of 61.5%.

Temporary employees represent a significant portion of the EU-28 labour force with a share of 14.3% in the total number of employees in 2017. Temporary employment typically has a negative connotation due to job insecurity and lower pay of temporary employees compared to permanent employees. Certain groups of workers, less educated and young employees for example, are much more likely to be temporary employed. Some other groups like women exhibit higher temporary employment rates compared to men, though these differences are minor and decreasing. This paper focuses on describing and analysing key trends related to temporary employment in the EU-28 countries within the 2002-2017 period. After identifying groups of employees most affected by temporary employment, it aims to provide explanations and reasons behind differences in temporary employment rates amongst different demographic groups.

Bakgrund och problem: Idag eftersträvar företag kostnadsminskning genom flexibilitet, vilket har medfört att efterfrågan på visstidsanställda inom detaljhandeln har ökat markant. Trots den ökade efterfrågan är det inte ovanligt att visstidsanställda inte får någon upplärning alls och företag riskerar lägre produktivitet till följd av lägre kompetens. Utifrån den resursbaserade teorin är det viktigt att de visstidsanställda bidrar med värde genom acceptabel produktivitet, vilket innebär hur mycket företag förväntar sig av sina anställda. Det krävs inte minst eftersom yrket butiksbiträde anses vara komplext. På grund av komplexiteten och den ökade andelen visstidsanställda är det därför centralt att bevara och utveckla visstidsanställdas kompetens genom en god upplärning för att de ska uppnå acceptabel produktivitet. Syfte: Syftet med studien är att öka förståelsen för hur företag inom detaljhandeln arbetar med upplärning av visstidsanställda. Studien avser att undersöka hur företag kan bemöta den föränderliga marknaden genom att förstå hur upplärning av visstidsanställda kan utformas för att de ska uppnå acceptabel produktivitet. Metod: Studien har antagit en kvalitativ metod för att uppnå studien syfte. Åtta semistrukturerade intervjuer har genomförts med olika butikschefer, vilket har bidragit med deras syn på visstidsanställdas upplärning i praktiken. Slutsats: Studiens resultat visar att visstidsanställdas upplärning varierar beroende på vilken butik det gäller, men att det finns vissa aspekter som är generella. På grund av att butiker är unika och att individuella skillnader påverkar finns inget konkret arbetssätt för hur upplärningen blir mest effektiv. Trots det har studien klargjort för att skriftliga, muntliga och digitala verktyg är av central betydelse för upplärningen och borde kombineras för att generera värde. Hur kombinationen ser ut beror däremot på hur företaget arbetar och vad som förväntas av de visstidsanställda, alltså den acceptabla produktiviteten. Det har även visat sig att företag vanligtvis inte förväntar sig lika mycket vad gäller produktivitet hos de visstidsanställda som de tillsvidareanställda och att upplärningen därför varierar. Av resultatet framgår även att en värdefull aspekt av upplärningsarbetet är att låta nyanställda implementera teoretiska kunskaper i praktiken. Därmed krävs både teoretisk och praktisk upplärning. Background and problem: As of today, companies are aiming to reduce costs through flexibility, which in turn has led to a significant increase of the demand for temporary employees within the retail sector. Despite this increased demand it is not uncommon for temporary employees to not receive introductory training, thus companies risk lowering productivity as a result of lower competence levels. According to the resource based theory it is essential that temporary employees contribute valuably through acceptable productivity, which exhibits how much companies expect from their employees. This is however partly necessary since the position of a sales assistant is regarded as a complex profession. Due to the complexity and the increasing portion of temporary employees in the workfield, it is essential to preserve and develop competence achieved through sufficient introductory training to attain acceptable productivity. Purpose: The purpose of this study is to acquire a deeper understanding of how companies in the retail sector conduct introductory training of temporary employees. The study aims to examine how companies potentially can manage the ever changing market through understanding how introductory training of temporary employees can be designed to obtain acceptable productivity. Method: The study has adopted a qualitative method for achieving its purpose. Eight semistructured interviews have been conducted with multiple store managers with the purpose of compiling views and experiences of introductory training in practice. Conclusion: The results of the study demonstrate that introductory training of temporary employees varies depending on the store in which one operates. Certain aspects appear to be prevalent, however since each store is unique and has individual variables in effect there is no palpable way of streamlining introductory training. Consequently, the study has confirmed that written, oral and digital tools are imperative for introductory training and should be combined to be of value. This combination design is dependent on how a specific company works and what is expected of the temporary employees, that is, the acceptable productivity. It has also been found that companies frequently do not expect as much in terms of productivity from temporary employees as opposed to permanent employees, seeing this introductory training can vary. The result confirms valuable aspects of introductory training involves allowing new employees implement theoretical knowledge in practice. Therefore is both theoretical and practical training required.

Cette étude dresse un bref historique du concept de la dignité humaine pour observer sa dualité et sa multiplicité à travers les époques. Peu présente dans la littérature, la dignité au travail, tout aussi dichotomique et plurielle, s’inscrit néanmoins dans un cadre singulier, où s’ajoute des paramètres spécifiques à l’organisation du travail. Elle s’avère particulièrement problématique pour les employés atypiques, incluant entre autres les employés à contrats à durée déterminée, les employés saisonniers et les employés temporaires. Effectivement, malgré l’augmentation significative de leur embauche au sein du marché du travail canadien depuis la fin des années 1990, les employés atypiques représentent un groupe peu étudié, vulnérable et plus enclin à subir les répercussions de pratiques contraignantes et nuisibles à la dignité selon la précarité rattachée au statut, d’où la pertinence de s’y intéresser. En ce sens, si la dignité appelle à l’autonomie par la considération de la valeur intrinsèque et inaliénable de l’individu, et que le travail implique qu’il réalise des finalités autres que les siennes, s’interroger sur la dignité au travail, principalement chez un groupe marginalisé par sa présence éphémère, prend tout son sens. La méthodologie de cette étude est basée sur l’analyse interprétative d’entretiens semi-structurés réalisés avec douze employés atypiques. Comparées à la littérature existante et suite à la mise en place d’une typologie du travail spécifique aux employés atypiques et à la dignité, les données recueillies ont montré une réappropriation de la dualité du concept par l’inclusion de l’opposition entre l’être et l’action de la part des participants. Plus encore, ils ont ajouté trois dimensions supplémentaires : l’interaction, les systèmes du travail et le temps. Concept central et pivot, l’interaction permet l’établissement de relations dans l’ensemble des dimensions. L’organisation du travail dans les systèmes et l’éphémérité du statut des employés atypiques, éléments différentiels, banalisent les pratiques nuisibles à la dignité des employés atypiques, où ces derniers finissent par percevoir leur situation comme un rite de passage dans l’attente d’un avenir meilleur., This study begins with a brief historical overview of the concept of dignity. Despite the multiple meanings given to the notion of dignity over time, a clear duality appears between definitions that privilege the intrinsic, inalienable nature of dignity and those that attribute dignity according to the quality of an individual's actions. While dignity at work has received far less scholarly attention, the emergent literature replicates the same dichotomy that is found in studies of dignity. The question of dignity at work is particularly important for atypical employees who, due to their precarious status, are especially vulnerable to workplace indignity. Surprisingly, atypical workers, a category that includes seasonal workers, temporary workers, workers on short-term contracts, and permanent part-timers, remain on the sidelines of much academic research, despite constant growth in their numbers as a proportion of the Canadian labour market since the late 1990s. The importance of studying dignity at work appears clearly in the following conundrum: how can we understand dignity at work when dignity implies that one recognizes the unique value of every human person based on his/her autonomy to choose his/her own ends, yet the context of work requires that workers commit themselves to attaining objectives imposed by someone else? Using an interpretive methodology to explore the meanings of dignity at work, this study is based on semi-structured interviews with twelve atypical employees. The findings show how participants reconciled the duality between being and doing as a source of dignity. Participants added three other dimensions that are not present in the extant literature: interaction, work systems, and time. These five dimensions are combined to create a typology of dignity at work that is specific to atypical employees. Interaction acts as a core concept that links all of the other dimensions together. The organization of work systems and the ephemeral status of atypical employees work together to trivialize workplace practices that undermine the dignity of atypical employees, who come to perceive their situation as a rite of passage to be endured while waiting for a better future.

Transformational leadership is seen as one of the most effective leadership styles from which the dynamic context of temporary work agencies may benefit. The current paper presents a theoretical framework that introduces participative leadership as an additional appropriate leadership style. The prediction is that transformational leadership and participative leadership both impact work outcomes via a climate for change. Data from 258 employees working for a large Dutch employment agency support these hypotheses. Results show that transformational leadership and participative leadership are both independently related to work outcomes. Moreover, results support an indirect process from participative leadership to work outcomes, via a climate for change.

Tidigare forskning visar på ett samband mellan delaktighet och arbetstillfredsställelse, men att resultaten behöver omprövas för tidsbegränsade anställningsformer. Därför var syftet med denna studie att undersöka sambandet mellan upplevd delaktighet och arbetstillfredsställelse samt om det finns skillnader i upplevd delaktighet och arbetstillfredsställelse mellan individer i olika anställningsformer. Följande frågeställningar formulerades: (1) Hur ser sambandet mellan upplevd delaktighet och arbetstillfredsställelse ut för arbetstagare med olika anställningsformer? (2) Finns det skillnader i upplevd delaktighet mellan individer i olika anställningsformer? (3) Finns det skillnader i upplevd arbetstillfredsställelse mellan individer i olika anställningsformer? För att mäta delaktighet användes delar av Copenhagen Psychosocial Questionnaire och för att mäta arbetstillfredsställelse användes en kortversion av Minnesota Satisfaction Questionnaire. Studien utfördes genom enkätundersökningar, dels via ett bemanningsföretag, dels via Facebook/LinkedIn (n = 93; varav 45 (48.4%) män och 48 (51.6%) kvinnor i åldrarna 18-61 (MD = 27; IQR = 10). Data analyserades med hjälp av Spearmans rho, Kruskal-Wallis ANOVA-test och Mann-Whitney U-test. Resultaten visade: (1) ett mycket starkt samband mellan delaktighet och arbetstillfredsställelse (r = .715, p < .001), (2) signifikanta skillnader mellan individer i olika anställningsformer i några av skalorna för delaktighet, och (3) inga signifikanta skillnader mellan individer i olika anställningsformer för arbetstillfredsställelse. Oväntat var att inga skillnader fanns i upplevd arbetstillfredsställelse och att tillsvidareanställda genom bemanningsföretag samt individer med tidsbegränsade anställningar generellt rapporterade högre resultat än tillsvidareanställda gällande delaktighet. Resultaten tyder på att ämnet behöver undersökas vidare för att kontrollera om det är anställningsformen eller andra bakomliggande faktorer som är avgörande för upplevd delaktighet och arbetstillfredsställelse. Previous research shows a connection between participation and job satisfaction. However, many studies do not take into account temporary employees. Therefore, the aim of this study was to examine the correlation between perceived participation and job satisfaction, and if there are differences in perceived participation and job satisfaction between individuals in different types of employment. The following questions are considered: (1) What connection is there between perceived participation and job satisfaction? (2) Are there differences in perceived participation between individuals in different types of employment? (3) Are there differences in perceived work satisfaction between individuals in different types of employment? To measure participation parts of Copenhagen Psychosocial Questionnaire were used, and to measure job satisfaction, a short form based on the Minnesota Satisfaction Questionnaire was used. The questionnaire was answered by temporary agency workers and members on Facebook/LinkedIn (n = 93; including 45 men (48.4%) and 48 women (51.6%) in the ages 18-61 (MD = 27; IQR = 10). The data was analyzed using Spearman´s rho, Kruskal-Wallis ANOVA-test, and the Mann-Whitney U-test. The results show (1) a very strong correlation between degree of participation and job satisfaction (r = .715, p < .001) (2) significant differences between individuals in different types of employment in some of perceived participation, and (3) no significant differences between individuals in different types of employment in work satisfaction. Unexpected was that no significant differences appeared for work satisfaction and that permanent employees through employment agencies as well as temporary employees report greater result than individuals in permanent employment regarding participation The results indicate that the subject needs to be investigated further to determine whether it is the type of employment or other underlying factors that are crucial for the perceived participation and work satisfaction.

LLM (Labour Law), North-West University, Potchefstroom Campus, 2017 Tracing back in history, it emerges that atypical forms of work, of which labour broking is one, were not adequately regulated in the South African legislative framework. It has been in South Africa since the 1920s at least, but it was not covered in legislation until much later. The Labour Relations Act of 1956 did not refer to labour brokers at all and the subsequent amendments in 1983 only defined labour brokers and their offices, but it did not adequately provide for the proper regulation of labour broking relationships. This led to the emergence of legal reform in the South African legislative framework with regards to the regulation of labour brokers. The Labour Relations Act 66 of 1995 was the first statute that attempted to regulate labour brokers in section 198. However, the regulations could be described as highly inadequate due to a number of shortcomings. The mentioned section did not sufficiently cover aspects such as the liability of the authority figures (the TES and the client), the use of triangular employment relationships as disguised employment, the unequal treatment of temporary employees, lack of job security and the lack of bargaining power of temporary employees. The above lacunae led to the decision of Parliament to address labour brokers more prominently in the Labour Relations Amendment Act 6 of 2014. It is submitted that a measure of additional protection and legal certainty has since the amendments been afforded to temporary employees. Upon scrutiny it can be concluded that many aspects are now addressed, such as the definition of TES’s, the liability of authourity figures, the scope of temporary services, the status of the employer and its obligations and the organisational rights and treatment of temporary employees. However, it seems that not all problems are addressed such as the use of disguised employment and job security of temporary employees. As a member of the International Labour Organisation (ILO), South Africa has an obligation to ensure that its domestic legislation falls within the ILO labour standards.The ILO has its own instruments which regulate labour brokers, which South Africa as a signatory thereto has to comply with. It is submitted that South Africa complies with the ILO standards which regulate labour brokers to a certain extent. In this research a comparative study with the United Kingdom (UK) will be undertaken. It can be concluded that the UK has a number of mechanisms in place to ensure that labour brokers are effectively regulated and that ensure that temporary employees are adequately protected. It is recommended that South Africa should adopt the UK model which offers temporary employees equal treatment and a minimum floor of rights as well as a complaint and inspectorate machinery to protect such employees. It is believed that the UK offers solutions for potential problem areas where the South African legislative framework falls short. Masters

Purpose – The purpose of this study is to find the organizational practices in place for the performance evaluation of temporary employees and how that varies from permanent employees. Method – The study takes an inductive and interpretive approach to find out the unknown practices. The study is conducted over 7 respondents from different organizations split between recruitment agencies and client organizations and represents practices maintained by both set of industries. Findings – The study identifies low standardization in performance evaluation and discusses the variance from literature over the subject matter. Also a model is drawn based on the amalgamation of literary review and empirical results. Implications – The study presents variance in the processes for temporary employees and the prime areas where the variance occurs. For the organizations to have fair and just performance management system and for equality towards temporary employees, these issues must be addressed. Limitations – Cultural practices are not taken into consideration and literature might be based on different cultural practices than the respondents country and for a wholesome study, more respondents might be needed.

This paper studies how producers' idiosyncratic risks affect an industry's aggregate dynamics in an environment where certainty equivalence fails. In the model, producers can place workers in two types of jobs, organized and temporary. Workers are less productive in temporary jobs, but creating an organized job requires an irreversible investment of managerial resources. Increasing productivity risk raises the value of an unexercised option to create an organized job. Losing this option is one cost of immediate organized job creation, so an increase in its value induces substitution towards cheaper temporary jobs. Because they are costless to create and destroy, a producer using temporary jobs can be more flexible, responding more to both idiosyncratic and aggregate shocks. If all of an industry's producers adapt to heightened idiosyncratic risk in this way, the industry as a whole can respond more to a given aggregate shock. This insight is used to better understand the observation from the U.S. manufacturing sector that groups of plants displaying high idiosyncratic variability also have large aggregate fluctuations.

The article focuses on a study by Bard Kuvaas and Anders Dysvik testing their hypothesis that the development opportunities for permanent employees affect how temporary employees view their positions, their job behavior, and their social exchange relationship with the organization. The authors note that Kuvaas and Dysvik employ a social information processing perspective in which the social climate of an organization is a factor. The authors report that this hypothesis was validated in Kuvaas and Dysvik's survey of 375 temporary employees.

El concepto de empleo en nuestro medio no se compadece simplemente con la necesidad estructural de división de las tareas administrativas, sino que también debe ligarse al régimen laboral que se desprende del vínculo de las personas (empleado) con la administración; vinculo que debe ser garantía del respeto de los derechos a la estabilidad e inamovilidad injustificada, caprichosa o discrecional del superior, ya que las tareas administrativas deben realizarse de manera imparcial, obedecer a criterios de legalidad y bien común no de conveniencia política o personal. Para la Corte Constitucional, con fundamento en la Ley 909 de 2004, así un funcionario haya sido vinculado con anterioridad a su vigencia, vale decir, cuando regía la Ley 443 de 1998, en donde no se había establecido expresamente la obligación de motivar el acto administrativo de desvinculación de provisionales, con aquella normativa no se cambia la situación y esta es confirmada por la línea jurisprudencial constitucional. Por su parte, el Consejo de Estado ha entendido que la Ley 909 y su decreto reglamentario, le dieron plenos efectos a los términos de duración de los nombramientos provisionales al señalar que éstos no pueden superar los seis meses legales de duración, plazo dentro del cual se deberá convocar el empleo a concurso, autorizando la prórroga de los nombramientos provisionales hasta cuando dicha convocatoria pueda ser realizada, de tal manera que sólo mediante acto motivado el nominador podrá darlos por terminados, antes del vencimiento del término de duración del nombramiento provisional. Acorde con su posición, si un empleado que fue vinculado y desvinculado antes de la entrada en vigencia de la Ley 909, y su caso sea resuelto en vigencia de esta última norma, el Consejo de Estado sigue afirmando su posición de no motivar los actos que desvinculan a los provisionales y atendiendo los parámetros fijados desde la sentencia del 13 de marzo de 2003, pero se considera que ya dependerá de la jurisprudencia contencioso administrativa el aplicar la Ley 909 de 2004 y su Decreto Reglamentario 1227 de 2005, indistintamente, esto es, sin importar el régimen de carrera al que pertenezca el empleado e irse separando de la tesis de la doble inestabilidad que se consolidó en aquel fallo. (texto tomado de la fuente) The concept of employment in our country is not just sympathize with the structural need for division of administrative tasks, but should also be linked to the labor shows that link people (employee) with management; link that should guarantee respect for the rights of the stability and unjustified, capricious or discretionary tenure was higher as administrative tasks should be performed impartially, obey criteria of legality and common good not political expediency or personal. For the Constitutional Court, based on Law 909 of 2004, and an official has been previously linked to its validity, that is, when governed Act 443 of 1998, where there had been expressly established the obligation to justify the act interim administrative disengagement with regulations that the situation does not change and this is confirmed by the constitutional line of jurisprudence. For its part, the State Council has understood that Law 909 and its regulatory decree gave full effect to the terms of the duration of temporary appointments to note that these may not exceed six legal -month period within which should convene employment competition, authorizing the extension of interim appointments until when this call can be made, so act motivated only by the nominator may terminate such, before the expiry of the term of the provisional appointment. Befitting its position if an employee who was linked and unlinked before the entry into force of Act 909, and his case is resolved effective date of this final rule, the State Council still maintains its position not motivate acts unlinked to the interim and following the parameters set from the judgment of March 13, 2003, but believes that it will depend on the administrative case law applying Law 909 of 2004 and Regulatory Decree 1227 of 2005, either, that is, regardless of the career system to which it belongs and leave the employee separating from the thesis of double instability that was consolidated in that ruling. Maestría

Syfte: Syftet med studien var att skapa förståelse för hur konsultchefers ledarskap blir präglat a trepartsrelationen som uppstår när det är två parter som är ansvariga för en konsult. Vi ville skapa oss en inblick i hur konsultcheferna leder sina konsulter och hur de arbetar för att motivera dem. Vidare ville vi skaffa oss en uppfattning över hur konsulterna upplever situationen. Metodik: Studien har genomförts i form av en fallstudie på två bemanningsföretag med utgångspunkt i en induktiv forskningsansats. Data har samlats in genom en kvalitativ metod där sju semistrukturerade intervjuer med personer på fallföretagen har genomförts. Slutsats och slutdiskussion: Genom studien har det framkommit att trepartsrelationen är ett komplext fenomen där chefen inte ses som den traditionella ledaren utan snarare som en administratör. Genom trepartsrelationen har det framkommit att problem kan uppstå då konsultchefernas roll blir likt medlare istället för chef. Konsulterna reflekterar inte över trepartsrelationen utan anser att gränserna är tydliga, däremot kan de inte alltid urskilja vilket företag de tillhör. Genom studien har det även kommit fram att konsultchefer och konsulter har olika bild över vad motivation är, vilket vi menar tyder på att de har olika förhållningsätt till fenomenet. Studien har även visat att motivation till arbetet inte är något som konsultcheferna lägger någon större vikt vid. Konsulterna beskriver att de strävar efter en heltidsanställning och menar på att de inte nödvändigtvis vill vara anställda som konsulter. Konsultcheferna menar på att en konsult som slutar är något positivt för företaget eftersom det resulterar i gott rykte för verksamheten. Purpose: The purpose of this study was to create an understanding of how the temporary employee manager is characterized by the triangular relationship that occurs when there are two parties responsible for an employee. We also wanted to create a picture of how temporary employee manager manage to lead their temporary employees and how they work to motivate them. Further, we wanted to get an idea of how the temporary employees experience the situation. Methodology: The study was conducted in the form of a case study on two staffing companies on the basis of an inductive research approach. Data were collected through a qualitative method where seven semi-structured interviews with individuals on the companies that we studied. Conclusion and final discussion: The study has revealed that triangular relationship is a complex phenomenon in where the leader is seen more as an administrator more than a traditional manager. Through the study we have concluded that the triangular relationship have made that managers are seen as a mediator, this is something that temporary employees did not reflect over. But in other hand they have problem to know which company they belong to. The study has proved that the managers and employees have different ways to look at motivation. We can see that they have different approaches to the phenomenon. The study has also shown that motivation to work is not something that a temporary employee manager put any greater emphasis on. The temporary employees describe that they are looking for a full time job, and that they don’t necessary want to be a consultant. The managers see that an employee that quit is something good for the company, because it leads to a good reputation.

Labour hire, the practice of hiring out employees to clients by a labour broker, has been a part of Namibia’s history since the early 1900s in the form of the contract labour system. This form of employment was characterized by inhumanity and unfair labour practices. These employees were subjected to harsh working conditions, inhumane living conditions and influx control. The contract labour system continued until 1977, when it was abolished by the General Law Amendment Proclamation of 1977. It was during the 1990s that the hiring out of employees returned in the form of labour hire. It continued in this form without being regulated until it was banned in the Namibian Labour Act of 2007. In 2009 Africa Personnel Services, Namibia’s largest labour broker, brought a case before the court against the Namibian Government in an attempt to have the ban nullified on grounds of unconstitutionality. It argued that the ban infringed on its right to carry on any trade or business of its choice as contained in section 21(1)(j) of the Constitution of the Republic of Namibia. APS triumphed. It was not until April 2012 that new legislation was promulgated in order to officially lift the ban and to regulate labour hire in its current form. This new legislation came into force in August 2012. Various very important provisions are contained in the Labour Amendment Act 2 of 2012 concerning labour brokers. Part IV of the Employment Services Act 8 of 2011, containing provisions for the regulation of labour brokers as juristic persons per se, was also introduced and came into force in September 2012. The aim of this note is to serve as a lesson to the South African government as to what could happen if labour brokers continue without legislation properly addressing the pitfalls associated with labour brokers. Also, it could serve as an example as to how the employees of a labour broker should be protected. In this regard the history of labour hire and the current strides in Namibia cannot be ignored.KEYWORDS: Labour hire; Namibia; temporary employees; exploitation of contract labour system; SWANLA; Namibian Labour Act; labour hire banned; regulation of Africa Personnel Services; Labour Amendment Act; Employment Services Act; labour brokers; South Africa; precarious; collective bargaining; triangular employment relationship; duties of employer; true employment relationship; job security; automatic termination; proposed amendments; Labour Relations Act

As the staffing agency business is rapidly growing and suffering from accidents resulting in higher sick leave than in other businesses, it is of great interest to analyze which responsibilities prevail between the customer companies and the staffing agencies, when it comes to working environment for hired staff. The purpose of this essay is to clarify the distribution of responsibilities between customer companies and staffing agencies, regarding working environment. I would also like to analyze which consequences this distribution of responsibilities may lead to. To be able to answer these questions, I have chosen to use the legal dogmatic method together with the sociology of law method. I have studied legal sources, literature and also interviewed three persons who are active within the staffing agency business; one person from the Swedish Work Environment Authority, one person from the employers’ side and one person from the employees’ side. The conclusion of my survey is that the SAM-responsibility is divided equally between staffing agencies and customer companies, since the customer company who hires staff is equated with an employer. The employer must also ensure that there is an organized work adaptation and rehabilitation function within the company. According to Working environment regulation, the employer is obliged to immediately report accidents or other harmful incidents to the Swedish Work Environment Authority. Apart from the SAM-responsibility the customer company must also ensure that the hired staff takes necessary protective actions, to be able to safely perform their work and also to give the hired staff access to common facilities under the same conditions as for the other employees.

The use of temporary employment services as a means to achieve flexibility in die labour market led to various complications due to a lack of proper regulation. The atypical formation of the triangular employment relationship, limited rights and less favourable employment conditions of the temporary employees, multiple authority figures and their liabilities under various circumstances and the impact thereof on such employee’ collective bargaining rights caused legal uncertainty in the absence of sufficient legislation to govern it. Temporary employment agencies developed certain methods in order to evade the restrictive labour legislation and employer duties imposed on them, namely by making use of automatic termination clauses (resolutive conditions) and by categorising the temporary employee as an independent contractor. Last mentioned would effectively exclude the temporary employee from labour legislation and the protection it provides. In reaction to abovementioned problems, trade unions have been objecting to the use of temporary employment agencies and went as far as demanding the total ban thereof. This raised the question in the South African Government whether said agencies should indeed be banned. The other option is a less restrictive approach and entails the attempt to regulate these agencies by amending the current labour legislation in order to accommodate temporary employment services. In light of the fact that various proposals to amend the current South African labour legislation (especially with regard to temporary employment services) have been published in the Government Gazette, it can be deduced that the social partners ultimately chose to regulate temporary employment agencies rather than ban them altogether. From an early stage the International Labour Organisation (ILO) provided rules and regulations for the management of employment agencies in general by way of conventions and recommendations. In 1997, in order to give effect to the labour standards identified by it, the ILO brought the Private Employment Agencies Convention into existence. This document could be applied to all temporary employment agencies on an international level. This document provides for administrative regulations, the duties of the agency and the client as well as the rights of the temporary employees concerned. The ILO recommends that all of its member states incorporate the principles contained within this document in their own legislation. Temporary employment services are also used in other legal systems. For purposes of this study, the English law (United Kingdom (UK)) and the Namibian law will be scrutinised. Similar issues to those recognised in the South African law have been identified in these countries. However, each has approached said problems in different ways. The Namibian Government banned the conducting and provision of these services by way of legislation in 2007. The constitutionality of the ban has however been questioned by the Supreme Court of Namibia, after which it had been found to infringe upon the fundamental freedom to carry on any business, trade or occupation. The ban was struck down as unconstitutional. The Namibian Government has since promulgated new legislation in which it removed the ban and replaced it with numerous amendments providing for the regulation of temporary employment services. Since 1973 the UK has been promulgating various instruments for the thorough regulation of temporary employment agencies. These instruments provide for the management of temporary employment agencies and the rights of the employees involved. The relevant legislative instruments have been updated regularly with the purpose of ensuring that the needs of all the parties concerned are met. The UK, as a member state of the European Union (EU), (which has also been providing for the regulation of temporary employment services in various directives), promulgated legislation specifically with the aim to give effect to the principles in the mentioned directives. By way of doctrines and the creation of a third category ―worker‖ the UK has been attempting to prevent any loopholes in their legal system with regard to temporary employment services and the rights of the employees involved. The aim of this study is to investigate all the important complications experienced with temporary employment agencies in order to indicate the impact the atypical circumstances have on the rights of the temporary employees. The degree to which, if at all, the South African law complies with the preferred labour standards identified by the ILO will be pointed out. A comparative study will be conducted, first by ascertaining in detail how the comparable issues in the UK and Namibian law are dealt with, and second by identifying which aspects in these legal systems could be of value to the South African law. Finally the potential effectiveness of the proposed amendments to the South African labour legislation will be analysed, during which recommendations for the unresolved issues will be provided. The recommendations are mainly aimed at achieving sufficient rights and legal certainty for the temporary employees associated with temporary employment agencies. Thesis (PhD (Law))--North-West University, Potchefstroom Campus, 2013.

Laikinojo įdarbinimo agentūrų teikiamų paslaugų pažinimo tyrimai yra svarbūs verslo ir aukštojo mokslo sektorių atstovams, nes leidžia papildomai plėtoti šių sektorių bendradarbiavimo veiklas. Šiuo atveju išryškėja poreikis atlikti laikinojo įdarbinimo kaip naujos darbo formos Lietuvoje situacijos analizę. Šalyje nėra įstatymo, reguliuojančio laikinojo įdarbinimo paslauga užsiimančių agentūrų veiklą. Iki šiol vadovautasi Lietuvos Respublikos darbo kodeksu. Tačiau pažymėtina, kad jau 2011 m. gruodžio mėn. Lietuvoje įsigalios Laikinojo įdarbinimo įstatymas, kuris lems pirmuosius šios darbo formos praktinius patirties žingsnius. The paper deals with temporary work as a new form of employment in Lithuania. After the scientific literature and document analysis, systematization and comparison, there is presented a temporary work concept as well as its legal regulation in Lithuania and the European Union. The research reveals the results of the survey of temporary workers employed through temporary work agency.

Using plant‐level data from the plant capacity utilization survey, we explore how manufacturing plants' use of temporary workers is associated with the nature of their output fluctuations and other plant characteristics. We find that plants tend to use temporary workers when their output is expected to fall; this may indicate that firms use temporary workers to reduce costs associated with dismissing permanent employees. In addition, we find that plants whose future output levels are subject to greater uncertainty tend to use more temporary workers. We also examine the effects of wage and benefit levels for permanent workers, unionization rates, turnover rates, seasonal factors, and plant size and age on the use of temporary workers; based on our results, we discuss various views of why firms use temporary workers.

As the Texas economy expanded over the past two decades, firms increasingly relied on temporary workers to fill shortterm and seasonal staffing needs. In 1990, these employees accounted for less than 1.5 percent of Texas jobs. After peaking in 1999 and taking a recessionary dip, the number rebounded to 2.7 percent this year.

Because Detroit randomly assigns its welfare-to-work clients to different contractors — some favoring temporary jobs, some not — the researchers were able to uncover surprising data on whether temping helps the disadvantaged build careers.

Using data from the National Sample Survey of Registered Nurses, the authors compare the characteristics of temporary and permanent registered nurses. They compare their findings for the nursing profession with characteristics of temporary and permanent workers in other occupations. They also look at the role of geography in a registered nurse’s decision to become a temporary worker.

The growth rate of temporary help service employment is often considered to be a leading business cycle indicator, because the firing and hiring of temporary help workers typically lead that of permanent workers. However, few works in the literature focus on the mechanism that generates the lag between temporary and permanent growth. This paper investigates how demand volatility is related to the lag. Focusing on the relationship between a firm’s information extraction and their hiring/firing decisions, our simple model predicts that the average size of transitory demand shocks increase the lag while the average size of shocks that persist longer shortens the lag. Our empirical analysis based on cross-city variation finds supporting evidence to the above predictions, after controlling for city size and other city-specific demographic characteristics.

To gain a better understanding of how fluctuations in output influence firms' decision to hire temporary workers, the authors examine the relationship between output volatility and the use of temporary labor. They find that, all things being equal, temporary employment is higher in states with more volatile industries and lower in states with a relatively high degree of co-movement of industry output fluctuations.

This paper evaluates the short-run effects of introducing labor market flexibility to an economy characterized by large firing taxes. Different reforms are considered: 1) eliminating all firing taxes, 2) introducing flexible new contracts while retaining the firing taxes on workers employed previous to the reform, and 3) introducing temporary contracts. The paper finds that eliminating all firing taxes increases the unemployment rate much more in the short run than in the long run, that introducing new flexible contracts has similar effects as eliminating all firing taxes, and that introducing temporary contracts of short durations can decrease the unemployment rate, but only in the short-run.

Several analysts claim that firms have been using more flexible work arrangements in order to contain the costly adjustment of labor to changes in economic conditions. In particular, temporary help supply (THS) employment has increased dramatically in the last ten years. However, there is only scant evidence on the industries that are hiring this type of worker. In particular, some anecdotal evidence points to the fact that manufacturing industries have substantially stepped up their demand for THS workers since the mid-1980s. If this is true, not accounting for this flow of workers from the service sector to manufacturing may lead to misleading conclusions about the cyclical and long-term path of manufacturing employment and hours of work. We close this gap by providing several estimates of the number of individuals employed by temporary help supply (THS) firms who worked in the manufacturing sector from 1972 to 1997. One estimate, in particular, is based on a new methodology that uses minimal assumptions to put bounds on the probability that a manufacturing worker is employed by a THS firm. The bounds rely on readily available data on workers' individual characteristics observable in the CPS. We show that manufacturers have been using THS workers more intensively in the 1990s. In addition, the apparent flatness of manufacturing employment in the 1990s can be explained in part by this type of outsourcing from the service sector. Finally, not accounting for THS hours overstated the increase in average annual manufacturing labor productivity by 1/2 percentage point during the 1991-1997 period.

The level of temporary help supply (THS) employment surged during the late 1980s and the 1990s. However, we know little about where these workers were placed and, thus, there is a gap in our understanding of cyclical and trend industry employment in the U.S. To close this gap, we estimate the proportion of THS employees in each major U.S. industry during 1977-97 using information from input-output tables and from the Contingent Worker Supplements to the CPS surveys of February 1995 and February 1997. Our estimates indicate that almost all of the growth in THS employment is attributed to a change in the hiring behavior of firms, rather than to a disproportional increase in the size of more THS-intensive industries. In fact, the proportion of THS employees in each major American industry, except the public sector, increased during our sample period. These increases were particularly large in services and in manufacturing where by 1997 close to 4 percent of all employees were THS workers. The public sector, which had demanded almost 40 percent of all THS workers in 1982, hired a negligibly small number of THS workers in 1997.

We use administrative data from the unemployment insurance system State of Washington to study the magnitude of the wage differential associated with work in the temporary services industry. We find that temp wage rates are 15% to 20% below the levels that might have been expected based on trends during other periods in workers' careers even after controlling for differences between temps and other workers. Comparing temp wages immediately before and after temp work or to the wages on non-temp jobs begun during the same period as workers were in the temp industry yields estimates of the temp work penalty as low as 10%.

Discusses the three traditional rules for boycotting and hiring temporary employees. The author looks at the development of a fourth rule and whether the fourth rule is a logical extension of the previous rules. Ultimately, after balancing the interest of not interfering with the worker’s right to protest and the employer’s right to protect and continue his business, the author concludes that an employer cannot continue his business by hiring temporary employees during a bargaining lockout.