scholarly journals The COVID-specific Measures in the Netherlands – Do They Fit into the General Picture?

2021 ◽  
Vol 19 (2) ◽  
pp. 1-16
Author(s):  
Nicola Gundt
Keyword(s):  
The Netherlands ◽  
Ad Hoc ◽  
Working Hours ◽  
Labour Law ◽  
General Picture ◽  
Employee Protection

This article discusses the nature of the Dutch COVID relief measures for employers concerning wage costs. The question is raised whether the ad-hoc decrees fit into the general picture of Dutch labour law and respects the two key principles (1) safeguarding employees’ income and (2) requesting employee flexibility with regard to the work in case the exact job does not exist any more or is under serious threat. The contribution finds that the emergency legislation does respect these two main principles, while judges refuse substantial modifications of wages and / or working hours on the basis of reasonableness, also upholding the key principles of employee protection.

scholarly journals The Legislative Framework for Working Conditions in the Dutch Ready-Made Garment Sector

Yuridika ◽  
2019 ◽  
Vol 34 (3) ◽  
pp. 549
Author(s):  
Rosalien A. van ‘t Foort-Diepeveen
Keyword(s):  
Supply Chain ◽  
The Netherlands ◽  
Working Conditions ◽  
Working Hours ◽  
Working Environment ◽  
Labour Law ◽  
Equal Pay ◽  
Social Challenges ◽  
Legislative Framework ◽  
Safe Working

This article sets out the legislative framework with regard to labour law provisions concerning working conditions that apply to Dutch employers and employees operating and working in the ready-made garment (RMG) sector in the Netherlands and discusses the challenges that employees may face in the sector. More specifically, this article will focus on the challenges and law applicable to the retail phase and recycling phase in the supply chain of a pair of jeans and a white T-shirt. In this respect, an overview of the labour law provisions will be presented that protect a safe working environment for employees working in the sector. Dutch law contains many provisions concerning the protection of employees against poor working conditions. Among others, employers are obliged to maintain a safe working environment and reasonable working hours for their employees. Dutch labour legislation only applies to employees working in the Netherlands and therefore is of little relevance to the manufacturing phase of the RMG supply chain, which takes place abroad. However, several public and private initiatives were taken to stimulate Dutch clothing brands to exert an influence on the working conditions in the RMG producing countries. Two of these initiatives will be discussed in this article. Furthermore, this article will present which social challenges employees may face in the Dutch RMG sector, which comprise gender inequality, including equal pay and equal opportunities to occupy top management positions and co-determination rights.

scholarly journals Choice or constraint? Women’s weekly working hours in comparative perspective

1970 ◽  
Author(s):  
Mara Yerkes
Keyword(s):  
The Netherlands ◽  
Labour Market ◽  
Fixed Effects ◽  
Causal Effect ◽  
Working Hours ◽  
Job Characteristics ◽  
Fixed Effects Model ◽  
Individual Preferences ◽  
The United Kingdom ◽  
Individual Household

This article analyses the influence of individualworking preferences onwomen’s labour market behaviour in the Netherlands, Germany and the United Kingdom, addressingthe question: to what extent do individual preferences have a causal effect onwomen’s averageweeklyworking hours? Using longitudinal panel data from all three countries, a fixed-effects model is applied to measure the effect of individual preferences in year t-1 onwomen’s averageweeklyworking hours in year t. The data is pooled from 1992 to 2002. After controlling for a number of individual, household and job characteristics we see that individual preferences are most influential in the Netherlands. However, the data do not support the idea that choice is more important than constraint because individual, household and job characteristics remain significant. In addition, the results demonstrate that it is important to understand individual preferences within the institutional context. Therefore, within the theoretical and policy debates aboutwomen’s labour market participationwe must consider possible barriers that hinder women when making labour market “choices”.

A Crise na União Europeia e os Impactos nos Princípios Fundamentais do Trabalho Diante da Flexibilização de Direitos pelos Estados-Membros em Contrariedade aos Preceitos do Direito Comunitário

2021 ◽  
Vol 12 (12) ◽  
pp. 343-356
Author(s):  
Andréa Arruda VAZ ◽  
Marco Antônio Lima Berberi ◽  
Tais Martins
Keyword(s):  
European Union ◽  
International Law ◽  
Human Person ◽  
Working Hours ◽  
Point Of View ◽  
Retirement Age ◽  
The European Union ◽  
Labour Law ◽  
The Face ◽  
European Community Law

The research presents in a practical way the impacts of the crisis of 2008 and following years in Europe and the action of the economic block, to mitigate the crisis through austerity measures, which last to date. The search for a solution to the crisis that has plagued the European Union, the possible conflict with unavailable rights and the imposed need for flexibilization of rights, especially in labour law, deserves debate. The measures put forward by the member countries of the European Union to solve the economic crisis are also partly linked to the idea of the suppression of rights. For example, we mention the reduction of working hours, an increase in the retirement age, among other fundamental precepts inherent to the dignity of the human person, which have been made more flexible during the crisis. This article discuss the legality of these flexibilities in the face of the protection of fundamental human rights and European Community law, from the point of view of international law, of the Convention OIT, ONU, which have been ratified by the various countries of Europe. Over the years, the European Union has been going through a series of crises and consequent precarious labour law, one of the most recent and relevant, the UNITED KINGDOM’s withdrawal from the European Union through so-called Brexit.

scholarly journals Are midwives in the Netherlands satisfied with their jobs? A systematic examination of satisfaction levels among hospital and primary-care midwives in the Netherlands

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Doug Cronie ◽  
Hilde Perdok ◽  
Corine Verhoeven ◽  
Suze Jans ◽  
Marieke Hermus ◽  
...  
Keyword(s):  
Primary Care ◽  
Job Satisfaction ◽  
The Netherlands ◽  
Online Survey ◽  
Working Hours ◽  
Models Of Care ◽  
Private Life ◽  
Workplace Relations ◽  
Support At Work

Abstract Background Job satisfaction is generally considered to be an important element of work quality and workplace relations. Little is known about levels of job satisfaction among hospital and primary-care midwives in the Netherlands. Proposed changes to the maternity care system in the Netherlands should consider how the working conditions of midwives affect their job satisfaction. Aim We aimed to measure and compare job satisfaction among hospital and primary-care midwives in the Netherlands. Methods Online survey of all practising midwives in the Netherlands using a validated measure of job satisfaction (the Leiden Quality of Work Questionnaire) to analyze the attitudes of hospital and primary-care midwives about their work. Descriptive and inferential statistics were used to assess differences between the two groups. Results Approximately one in six of all practising midwives in the Netherlands responded to our survey (hospital midwives n = 103, primary-care midwives n = 405). All midwives in our survey were satisfied with their work (n = 508). However, significant differences emerged between hospital and primary-care midwives in terms of what was most important to them in relation to their job satisfaction. For hospital midwives, the most significant domains were: working hours per week, workplace agreements, and total years of experience. For primary-care midwives, social support at work, work demands, job autonomy, and the influence of work on their private life were most significant. Conclusion Although midwives were generally satisfied, differences emerged in the key predictors of job satisfaction between hospital and primary-care midwives. These differences could be of importance when planning workforce needs and should be taken into consideration by policymakers in the Netherlands and elsewhere when planning new models of care.

Family friendly policies and the Omani Labour Law

2019 ◽  
Vol 42 (2) ◽  
pp. 315-348
Author(s):  
Shweta Belwal ◽  
Rakesh Belwal ◽  
Suhaila Ebrahim Al-Hashemi
Keyword(s):  
Women Workers ◽  
Private Sector ◽  
Working Hours ◽  
Substantial Part ◽  
Labour Law ◽  
Content Type ◽  
Gcc Countries ◽  
Family Friendly ◽  
Workplace Policies ◽  
The Government

Purpose The purpose of this paper is to take cognisance of the work–life balance (WLB) challenges facing working women in Oman, make a review of the family-friendly policies (FFPs), related provisions in labour laws of various nations, and identify and suggest some FFP-based solutions for attracting women to private sector jobs. Design/methodology/approach Initially, desk research was used to review the labour laws of the six Gulf Cooperation Council (GCC) countries and some pioneering countries known for their workplace policies using the major electronic databases and official websites. An exploratory approach was used to understand the lived experience of participants using 46 in-depth interviews. The data were analysed and the findings were explained and contextualised in terms of the Arab culture, wider social processes and consequences related to WLB. Findings The interviews revealed that the majority of women in the private sector are not fully aware of the labour laws and FFPs, and are not satisfied with the existing policies, as they do not provide the right WLB. Women in the private sector demand flexible working hours, privacy at work, reduced work hours and certain other benefits akin to the government sector. Omani Labour Law needs a review of FFPs in line with the best global practices and Oman’s diversification initiatives. The provision, awareness and implementation of FFPs in the workplace are necessary to attract Omani women to private sector jobs. Research limitations/implications This research focusses on Oman in particular and GCC countries in general in its coverage of Omani women workers. The outcomes would be important for the specific segment but would have limited potential to generalise. Practical implications The study of WLB and FFPs is of interest for both academia and industry globally. In its strategic vision 2040, Oman aims to encourage, support and develop the private sector to drive the national economy. To retain and boost the socio-economic development in the post-oil economy, the success of the private sector will depend on the participation of the Omani workforce. The role of working Omani women will be pivotal, for they form a substantial part of the skilled human resources inventory. Social implications Women working in Oman are influenced by labour laws, organisational culture, traditional attitudes and societal values and influences. The voices of women working in the private sector indicate a great need to create awareness of existing policies, ensure their compliance and devise additional workplace policies to enable women to contribute to the labour market. Originality/value There is a dearth of studies examining work policies and employment of women in the context of Oman in particular and the GCC Countries in general. Even in the extant literature, the sectoral imbalance between the government and private sector has not been explored from the perspective of WLB and FFPs. This study presents a unique approach and findings in this regard.

scholarly journals From Controlling to Constructive: Youth Unemployment Policy in Australia and The Netherlands

2004 ◽  
Vol 33 (1) ◽  
pp. 3-25 ◽  
Author(s):  
FRANS MEIJERS ◽  
KITTY TE RIELE
Keyword(s):  
The Netherlands ◽  
Labour Market ◽  
Government Policy ◽  
Ad Hoc ◽  
Youth Unemployment ◽  
Labour Market Policy ◽  
Constructive Approach ◽  
Market Policy ◽  
Youth Labour Market ◽  
Unemployment Policy

Youth unemployment is an issue that has increasingly troubled western countries since the 1970s. This paper provides data on youth unemployment in Australia and the Netherlands, and discusses government policy in both countries. The rate of youth unemployment was similar in both countries in the mid 1980s, but since then it has declined dramatically in the Netherlands, while changing little in Australia. Youth unemployment policy in Australia has been driven by the concept of obligation, while in the Netherlands youth unemployment policy has been organised around the principle of a guarantee for youth. The Dutch labour market programme offers more continuity and coherence than the rather ad hoc Australian programmes. However, the paper argues that youth labour market policy in both countries is of a controlling nature, and does not serve marginalised youth. Moreover, policy in neither country meets OECD criteria for effective labour market programs. The paper concludes with the description of a Dutch program which, to a large extent, does meet the OECD criteria, and demonstrates that a more constructive approach to youth unemployment is possible.

scholarly journals Labor Market Vulnerability of Older Workers in the Netherlands and its Impact on Downward Mobility and Reduction of Working Hours

2017 ◽  
Vol 4 (3) ◽  
pp. 289-299 ◽  
Author(s):  
Mark Visser ◽  
Maurice Gesthuizen ◽  
Gerbert Kraaykamp ◽  
Maarten H J Wolbers
Keyword(s):  
Labor Market ◽  
The Netherlands ◽  
Older Workers ◽  
Working Hours ◽  
Downward Mobility

scholarly journals CONSTRUYENDO LA CALIDAD: RESULTADOS PRELIMINARES EN EL CASO DE LA MAESTRÍA EN DERECHO DEL TRABAJO Y SEGURIDAD SOCIAL DE LA UNIVERSIDAD ESTATAL A DISTANCIA (UNED). BUILDING QUALITY: PRELIMINARY RESULTS IN THE CASE OF THE MASTER OF LABOUR LAW AND SOCIAL SEC

2013 ◽  
Vol 4 (1) ◽  
pp. 224-239
Author(s):  
Fabiola Cantero-Acosta
Keyword(s):  
Social Security ◽  
Ad Hoc ◽  
Original Study ◽  
Educación Superior ◽  
Labour Law ◽  
Preliminary Results ◽  
Master Degree ◽  
Educacion Superior ◽  
Socioeconomic Profile

En el 2011, Maestría en Derecho del Trabajo y Seguridad Social de la UNED realizó una investigación sobre las dificultades que presentan los estudiantes que abandonan, interrumpen, se egresan y se gradúan de ese posgrado. El estudio se actualizó en el 2012.Se recolectaron datos sobre el perfil académico y socioeconómico de los alumnos de todas las cohortes entre el 2001 y el 2012, tanto con instrumentos diseñados ad hoc como con los del Sistema Nacional de Acreditación de Educación Superior.Entre los resultados obtenidos, se identificaron las fortalezas y debilidades de esa Maestría, así como los avances en la calidad entre el estudio original y su actualización.Palabras clave: posgrado, deserción, abandono, egreso, graduación.AbstractIn 2011, Master of Labour Law and Social Security of the UNED conducted research on the difficulties presented by students who leave, interrupted and graduate. The study was updated in 2012.Data were collected on the academic and socioeconomic profile of students in all cohorts, between 2001 and 2012, both with instruments designed adhoc and the ones from the Sistema Nacional de Acreditación de la Educación Superior. Amongthe results, we identified the strengths and weaknessesoftheMasters, as well as advances in quality between the original study and follow-up. Keywords : Master degree, graduate, dropout, graduation.

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