The Dilemma of Employment Relationship Compared to Partnership of Drivers in Logistics Business: Analytical Study from Contract Law and Indonesian Labor Law

2018 ◽  
Author(s):  
Yayan Hernayanto ◽  
Adi Riki Fauzi
Keyword(s):  
Analytical Study ◽  
Labor Law ◽  
Contract Law ◽  
Employment Relationship

PROTECTION OF THE PERMANENCE OF EMPLOYMENT IN GERMANY

2018 ◽  
Vol 1 (XVIII) ◽  
pp. 391-402
Author(s):  
Tomasz Świętnicki
Keyword(s):  
Labor Relations ◽  
Labor Law ◽  
Extensive Study ◽  
Employment Relationship ◽  
Employment Relationships ◽  
Law System ◽  
The Subject

The aim of this article is to present the protection of the permanence for the employment relationship in Germany and to outline the labor law system prevailing in Germany, as well as attempt to answer the question what are the grounds / prerequisites as a rule of the subject protection. The subject of my analysis are the principles of protection for he permanence of employment relationships established on the basis of a contract for the employee. Labor relations that have their origins in the appointment, and their characteristics remain outside the scope of my article, because it would need a much extensive study.

scholarly journals A versenytilalmi megállapodás

2015 ◽  
Vol 12 (3-4) ◽  
pp. 20-28
Author(s):  
Alex Ember
Keyword(s):  
Geographical Area ◽  
Civil Law ◽  
Labor Law ◽  
Civil Code ◽  
Employment Relationship ◽  
Financial Compensation ◽  
Time Period ◽  
The Law ◽  
Employee Needs ◽  
The Relationship

The “agreement on non-competition” is essentially the extension of the protection of the basic economic interest of the employer. While during the employment relationship several labor law provisions protect the interest of both parties, the “agreement on non-competition” is designed to protect the employer’s interests after the termination of the relationship. This means – in return for financial compensation – the former employee needs to refrain from any kind of business competition against his/her former employer. This necessarily involves financial compensation and may have several restrictions, such business or geographical area or time.   The previous Labor Code did not specify for detailed regulation of the issue and the law remained rather vague. It merely referred to the fact that parties – based on their own free will – may enter into such agreement. However the new Labor Code contains explicit regulations under title XVIII of the Act as “Particular Agreements Related to Employment”.   The “agreement on non-competition” belongs to the field of employment law. Unlike the previous Labor Code that categorized this possible agreement as of purely civil law in nature, the new Labor Code declares it to belong under the scope of the Labor Code. The previous regulation even ordered the provisions of the Civil Code to be applied to such agreements however the new legislation brought a conceptual change.   The currently effective regulation provides for a 2-year limitation on such conduct on the employee’s part that would create competition with the employer. The exact amount of the consideration payable for this obligation remains to be decided by the parties however the Labor Code suggests that it shall be based on how difficult the applied restrictions make it for the employee to find another job with his qualifications and experience. As a basic limit the law provides that the amount shall not be less than one-third of the base wage payable for the same period of time.   The “agreement on non-competition” is not to be confused with similar legal institutions. The paper points out two close similarities in the legal system. One being the employee’s obligation of confidentiality; this prevails after termination of the employment relationship as well without any time or similar restrictions and even without any financial compensation. The other one is the so called “non-compete” agreement from the field of competition law. This is applicable after takeovers where the seller shall refrain from engaging into business in the same area as the buyer.   In the field of labor law the time period for the “agreement on non-competition” is up to the agreement of the parties however the new law invokes an upper limit of two years that is following the termination of the employment relationship. This is a decrease from the previous regulation that provided for a period of three years. The agreement can be modified by the consent of both parties just like the employment contract or civil law agreements.   In case of violation of the agreement three cases are to be analyzed. The first is the case of the employee breaching the provisions of the contract. In this case the employee is liable for damages towards his/her former employer. The provisions of the new Civil Code and those of the Labor Code are to be applied to the damages. In the second case the employer may request an injunction to prohibit the employee from any conduct breaching the agreement while the third case involves the breach of the agreement on the employee’s part for which the rules of the Civil Code and the Labor Code are to be applied as well.

scholarly journals Social Guarantees in the Case of Employees’ Dismissal in Russia Comparative Legal Aspects of Russian and Foreign Labor Law

2017 ◽  
Vol 7 ◽  
pp. 159-173
Author(s):  
Alexander Zavgorodniy
Keyword(s):  
Labor Law ◽  
Legal Aspects ◽  
Employment Relationship ◽  
Labor Standards ◽  
Employment Relations ◽  
International Labor Standards ◽  
International Labor ◽  
Foreign Labor ◽  
Legal Perspective ◽  
First Time

The main purpose of the article is to identify the contradictions and problems arising when both international labor standards and Russian labor law are applied and separate guarantees to workers are provided in the case of their dismissal. The object of the research is the employment relationship which arises between the employer and the employee when social guarantees are given to the workers when the employment relations are terminated. This article considers the regulations of Russian and foreign labor law which provide workers with certain guarantees if the employment contract is terminated at the initiative of the employer. For the first time, these guarantees are considered from a comparative legal perspective. Specific recommendations about improvement of the Russian labor law and its enforcement.

scholarly journals GRANICE UPRAWNIEŃ KIEROWNICZYCH PRACODAWCY W STOSUNKU PRACY

2016 ◽  
Vol 13 (2) ◽  
pp. 101
Author(s):  
Tomasz Duraj
Keyword(s):  
Labor Law ◽  
Employment Relationship ◽  
Work Process ◽  
Type Method ◽  
Employment Contract ◽  
Applicable Law ◽  
The Core ◽  
Organizational Functions ◽  
The Subject ◽  
Legal Forms

THE LIMITS OF THE MANAGEMENT AUTHORITY IN THE EMPLOYMENT RELATIONSHIPSummaryManagement authority, which is guaranteed for the employer under the employment relationship with respect to employees, is an essential (necessary) feature of the employment relationship, which very often determines the identity of this relationship, distinguishing it from other legal forms of employment, especially those of a civil nature. The employing entity’s management authority must first of all be identified with the employer’s powers to influence the employee’s actions within the scope of the performance of work (in the work process) and the employee’s corresponding obligations to the employing entity regarding the work he is to perform. Using these powers, the employer specifies the employee’s obligations for the performance of the job, in particular its type, method, the time and place in which it is to be done, as well as the order and organization of the work process. According to the literature on the subject, the employer’s main powers of management include prescriptive rights (the core of management authority), which allow him to specify the employee’s duties by issuing binding instructions to him; punitive (disciplinary) powers associated with the use of disciplinary penalties; regulatory (legislative) powers, primarily to establish the regulations and other acts determining working order (in particular work schedules, holiday timetables etc.); and distributive power (the allocation of prizes and awards). The object of this study is to characterize the limits to the employer’s management authority in the employment relationship. The author concentrates on the limits defined by applicable law, the employment contract, the clause of compliance with socio-economic purpose, and the rules of social coexistence, as well as custom. The analysis of the limits of the employer’s management authority shows the importance of this issue, both in theoretical and practical terms. The appropriate configuration of these limits may help to solve one of the fundamental problems of modern labor law, which is to harmonize its protective and organizational functions.

EXTENSION OF LABOR LAW PROTECTION STANDARDS IN THE ASPECT OF FIXED-TERM CONTRACTS OF ACADEMIC TEACHERS. COMMENTS DE LEGE LATA AND DE LEGE FERENDA

2021 ◽  
Vol specjalny II (XXI) ◽  
pp. 387-400
Author(s):  
Łucja Kobroń-Gąsiorowska
Keyword(s):  
Labor Law ◽  
Employment Relationship ◽  
Extensive Literature ◽  
Employment Contracts ◽  
Protective Function ◽  
Partial Exclusion ◽  
Academic Teachers ◽  
Relationship Of ◽  
Academic Teacher ◽  
Scope Of Protection

This paper attempts to determine the scope of protection of academic teachers in the context of repeated concluding fixed-term contracts and the partial exclusion by the Act on higher education of the application of Art. 25(1) of the KP to employment contracts of this group of employees. The author does not intend to duplicate the extensive literature in this area presented by labor law doctrine. In this publication, the author defends the thesis that the employment relationship of an academic teacher should be subject to a broader impact of the protective provisions of the Labor Code, including the protective function of labor law, in a situation where there are no normative obstacles to extending such impact.

Primacy of Reality

2019 ◽  
pp. 63-92
Author(s):  
Gamonal C. Sergio ◽  
César F. Rosado Marzán
Keyword(s):  
Common Law ◽  
Labor Law ◽  
The United States ◽  
Employment Relationship ◽  
Independent Contractors ◽  
International Labor ◽  
Legal Texts ◽  
The Common ◽  
Employment Tests ◽  
The U.S

Chapter 3 describes the principle of primacy of reality in Latin America, namely, in Argentina, Brazil, Chile, and Uruguay. The principle is also contained in the International Labor Organization’s Recommendation 198. The principle posits that facts must be given preference over what parties, particularly employers, state in legal texts, documents, and agreements. It is particularly important when determining threshold questions in labor law, such as employee and employer status. While employers might deny an employment relationship given a formal agreement to hire workers as independent contractors, the facts might show otherwise. However, the chapter also argues that primacy of reality depends on the principle of protection and in dubio pro operario to resolve questions when the facts are not dispositive given vague or missing rules. The chapter then searches primacy of reality in the United States and finds it in various employment tests, such as the common law control test. It is also finds it in employer tests of joint employer status. However, many of those tests remain vague, requiring supplementation with the U.S. versions of in dubio pro operario, i.e., liberal construction of the statutes that derogate the common law, and with legislative purpose. Primacy of reality makes it even more important for legal operators to be cognizant of labor law principles and, principally, the protective principle.

Faculty Contracts

2018 ◽  
pp. 80-107
Author(s):  
Julee T. Flood ◽  
Terry L. Leap
Keyword(s):  
Institutional Culture ◽  
Contract Law ◽  
Job Security ◽  
Major Elements ◽  
Employment Relationship ◽  
Interview Process ◽  
Four Corners

The basics of the employment relationship and the job security hierarchy are explained along with the major elements of contract law. Contracts may or may not include only the "four corners" of a contract letter, but such documents may also include faculty handbooks, memoranda of understanding, promises made during the interview process, past practices, and institutional culture. Prominent cases are examined as they pertain to the security of academic jobs.

Das römische Recht vom Error

2019 ◽  
Author(s):  
Philipp Lotmar
Keyword(s):  
Civil Law ◽  
Labor Law ◽  
Scientific Work ◽  
Contract Law ◽  
Roman Law ◽  
Private Law ◽  
The Public ◽  
Left Behind ◽  
Material Basis ◽  
The Subject

For decades, Philipp Lotmar has repeatedly and insistently focussed on the subject of error. In a monumental work, Lotmar set out to examine the countless relevant Roman sources in every area of law inside as well as outside the Corpus Juris Civilis, thus providing the material basis for his criticism of Karl Friedrich von Savigny's leading doctrine of errors in contract law. However, Lotmar could not complete the work he considered the crowning achievement of his research in the field of Roman law, nor did he succeed in publishing the first, almost finished volume. The entire first volume and the introduction to the second volume, i.e. those parts of the intended opus which Lotmar left behind in a form already fit for publication, will now be presented to the public. In this way, the scientific work of a formative civil law teacher, who today is perceived primarily as the creator of modern labor law, is thus finally being made available in his proper field of research, i.e. Roman law and general private law dogmatics, almost a hundred years after his death.

The concept of an “employee” in EU labor law

2021 ◽  
pp. 666-671
Author(s):  
Valentin Viktorovich Tsvetkov
Keyword(s):  
Labor Relations ◽  
Labor Law ◽  
Employment Relationship ◽  
English Version ◽  
Conceptual Apparatus ◽  
Court Of Justice ◽  
The Status ◽  
Supranational Level ◽  
The Eu ◽  
Multilevel Regulation

The article examines the problems arising from the lack of a unified conceptual apparatus at the supranational level of the EU on the example of the absence of properly fixed signs of the status of an employee, as well as signs that allow qualifying an employment relationship. The article describes the changed practice of the Court of Justice of the EU on the issue of the extension of guarantees and rights of an employee to various persons. The problems of multilevel regulation of labor relations are fully considered, taking into account a different approach to qualify labor relations in different member states and in the EU itself. English version of the article is available at URL: https://panor.ru/articles/the-concept-of-employee-in-eu-labor-law/74819.html

Sign in / Sign up

Export Citation Format

Share Document