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One of the positive innovations in the field of labour law is the introduction of the “due diligence” standard. Altough this principle has long been known and applied in other areas of law, it is new in labour law. The global application of due diligence standard, found in UN, ILO, OECD documents, and soon in the EU directive, as well as in many national laws, should lead to better and more comprehensive protection of the human rights of employees, as well as of all other persons regarding that work. This paper discusses more about the meaning, development and application of due diligence standards in the context of employee rights. [ABSTRACT FROM AUTHOR]

The question of the labor law position of directors has long attracted the attention of both legal theory and legal practice. However, many aspects of the status of directors still remain unresolved. This is particularly characteristic of his employment status. For this reason, the paper analyzed problematic issues, first of all, in connection with appointment a director, and then in connection with the removing director from the office and the consequences that such removal has on the social and economic position of the person who performed the function of the director. In the end, the modern tendencies with regard to individual clauses, which are an almost indispensable part of the content of the contract regulating the mutual rights, obligations and responsibilities between the director and the company, were reviewed. [ABSTRACT FROM AUTHOR]

Digital technologies aren’t knocking on our doors, they are already in our homes. They have changed the way how we communicate, travel, how we do our shopping, using cars, listening music… and there are countless examples. But, they have changed the way how we work as well. Digital technologies make work easier, safer and work markets are more accessible. On the other hand, some of us do not enjoy so much in presence of digital technologies because they represent “ job killers“ or potential for violation on privacy at work. These are just few of challenges for Labour law in new digital era. [ABSTRACT FROM AUTHOR]

The protection of children at work was one of the first topics addressed by labor legislation in the world. However, the regulation of child labor remains one of the insufficiently regulated areas in labor law. Within that, one of the newer topics is light work of children. This form of child labor has existed since time immemorial, especially in the family and household, so it is considered useful for acquiring work habits and experience. However, it can be both dangerous and harmful. In this paper, we present the light work topic, with an emphasis on the existing regulations in the world and the possibilities for a best solutions for regulation of this form of work. [ABSTRACT FROM AUTHOR]

New circumstances in the world have led to an increase in social violence and violence at work. Combating against various forms of workplace violence in recent years has been the focus of many countries. This year the International Labor Organization (ILO) has issued special documents on this (Convention 190 and Reccomendation 206). These are the first international standards that integrally address the problem of work-related violence. In addition to presenting international regulations on violence and harassment at work, the paper deals with the forms, characteristics and specificities of violence at work. [ABSTRACT FROM AUTHOR]

At the turn of the two millennia, it seemed that the labour laws of the XX and XXI centuries would not be much different. Under the influence of globalization, the economic crisis, information technology, the circumstances in which the work is taking place in the meantime have changed significantly, and workers, employers, labor relations and labour law have also been changed. The paper presents the current changes in the field of labor relations, the changes of the working legislation that are expected in the future in the world and in Serbia. [ABSTRACT FROM AUTHOR]

The freedom of movement of labor is one of the four basic freedoms on which the European Union rests. Over time, it has become fundamental right of EU citizens. This freedom represents today one of the most controversial solutions in EU law. From a positive idea, it has become a threat to the very existence of the Union itself. The freedom of movement of workers, once considered as the most effective characteristic of the EU, became a ballast because of the danger of massive movement of labor from the poorer parts of the Union to the richer. This seriously threatens this concept. It might need to be reconfigured and adapted to new circumstances. [ABSTRACT FROM AUTHOR]

Modern information technology has brought a real revolution in all areas of life and work. The degree of “digitization” is so great that some authors call this process “digital revolution”, and modern economy - “digitized economy.” Although it is not so obvious, gradualy is forming a new society - “digital capitalism”. For “virtual employers”, in the new - “virtual economy”, work “digital workers” who are mainly invisible and deprived of their labour rights. That's why some call them - “digital proletariat”. Labour law is slowly adapting to the new circumstances. An increasing number of people remain unprotected or poorly protected. It is necessary to completely re-examine and update the traditional concept of labor law, by expanding access of the labour law to the „digital workers“, modernizing the concept of employment, of an employee, worker, self-employeeand employer. Digital technology should be converted into a “ fellow worker” (worker friendly) and not a tool of a new form of exploitation. Otherwise, modern “digitalized society” will turn into a “community of rightless,” without social and economic perspective. [ABSTRACT FROM AUTHOR]

In the past hundred years work has been carried out mainly in the form of permanent employment. At the end of a century significant social and economic changes led to destabilization of the current concept of bipolar stable employment. Among other things, there is a large number of atypical forms of work engagement, which require a different approach to the organization of work and more flexible labour regulations. This paper presents changes in the world in the labor relations environment and new approach to labour relation legislation. It also analyzes the suitability of Serbian legislation on labor relations to contemporary working environment. [ABSTRACT FROM AUTHOR]