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The COVID-19 global epidemic constitutes an important cross-section that people from different parts of the world are affected by the crises in various ways. In the face of a certain risk, it seems that some people are more open to those risks in terms of confronting them and having opportunities to cope. The aspect of the epidemic that brings global inequalities to light, deepens and creates new ones draws attention. During the epidemic, the effects of global employment losses on temporary and part-time workers, health and employment insurance are the primary issues. Sectors where people have to work, people with higher education and income levels, being able to carry out their business activities from their homes, having a place to educate their children at home, and having distance education opportunities are just some of the following inequalities. Spatial inequalities, including quarantine, indoor and outdoor inequalities, are also a part of global inequalities. How and in what way the distributional injustices resulting from global economic activities reproduce various inequalities draw more attention during the epidemic period, and the international dimension of justice is questioned. Emphasizing the global obligations of justice, cosmopolitan egalitarians claim that John Rawls' two principles of justice can be applied internationally in the distribution of wealth and resources. From this point of view, in our study, we will try to deal with the effects of the COVID-19 epidemic on global inequalities and the aid practices during the epidemic in the context of cosmopolitan egalitarianism. [ABSTRACT FROM AUTHOR]

In Turkish Law, temporary employment relationship is legalised the first time with the amendment made in the Article 7 of the Labour Law and relevant articles of Turkish Labour Institution Law by Amendment Law no. 6715. The European Union's Directive 2008/104 / EC was taken into consideration while legal regulation was been carried out. Temporary employment relationship starts when an employer transfers his workers who are depend on with an employment contract to another employer by using a temporary employment contract. It is stipulated by the law that the temporary employment relationship can be established within the framework of some restrictions and prohibitions through the private employment agency. There is a triple relationship in temporary employment relationship between private employment agency, temporary employees and temporary employer. This study begins with analysing the concepts of flexibility and assured flexibility. Then we examined temporary employment relationship and temporary employment relationship in professional manner and undertakes its comparasion with similar legal ones afterwards. [ABSTRACT FROM AUTHOR]

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Copyright of Çalışma ve Toplum is the property of Calisma ve Toplum and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)