Search

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]

Information tehnology made significant changes in our everyday-life and there is no exeption in employment relations as well, thin, it brought new actor in demand and supply for labour which is represent in digital labour platforms. Although first impresion is that they are intermediate between labour and need for it, actually they have some fmotions which are characteristic for employers.But, at the end, main (negative) consequence is up to digital worker. In this paper, our main aim is to highlight work through digital platforms and its impact on legal position of digital workers. [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]

Inter alia, personal integrity is protected with right to privacy. In that context we can observe employee’ s right to privacy as an integral part of occupational safety and health. Personal integrity protection provide adequate health and working ability which is indispensable for productive work. Productive work is vital for employment relationship and represents compatibility of employer’ and employee’ intrests in employment relationship. But in employment relation employerhas supervisory prerogatives to provide profit. Employer’ s supervisory prerogatives may lead to violation of employee’ s right to privacy at work. About that, essential questions are - on which conditions and on which proportion employermay restrict employee’ s right to privacy at work? Authors of this paper tried to answer to these questions relying on legal standards in international law. [ABSTRACT FROM AUTHOR]

Question of employee’s protection at work is one of the most significant in Labour law. Here it is important to recognize two aspects of employee’s protection. On the one hand it is protection of the employee’s physical integrity, and on the other, it is protection of the employee’s moral integrity. Unlike protection of the employee’s physical integrity which is object of Labour law's interest since it beginings, protection of employee’s moral integrity is in Labour law's focus just in last few decades. This shifting is a consequence of considering employee in employment relationship not just as a manpower, but as a person, with all aspects of it - physical, spiritual, social. Legal framework for our topic relies on relation of two social phenomena - moral and law. Nowadays, question of employee’s moral integrity protection is legally and socially significant because of it's complexity and multidimensionality. In addition, the fact that different aspects of the employee’s moral integrity have different legal frameworks, makes this paper even more actual and more necessary. [ABSTRACT FROM AUTHOR]

Question o f employee 's protection at work has a vital significance for labour relations. When it comes to employee 'sprotection at work it is not just aboutprotection o f physical integrity but also moral integrity. This is because not only manpower, as an organic unity o f health and work abilities takes part in labour relations, but also the entire personality o f employee with the overall personal integrity, which also on its part requires appropriate labour law treatment andprotection. Any kind o f injury at work orprofessional illness cause the negative economic and social consequences for both, employee (because only a healthy employee can work and earn fo r a living) and employer as well (because this situation leads to decrease in profit). Taking into account importance which employee’s protection at work has for labour relations, it is not surprising that international and european labour law abound with legislation in this area. That is why substantial part o f this paper is dedicated to international and european labour law standards about employee 's protection at work. [ABSTRACT FROM AUTHOR]