temporary contracts
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SERIEs ◽  
2021 ◽  
Author(s):  
Cristina Lafuente ◽  
Raül Santaeulàlia-Llopis ◽  
Ludo Visschers

AbstractWe investigate the behavior of aggregate hours supplied by workers in permanent (open-ended) contracts and temporary contracts, distinguishing changes in employment (extensive margin) and hours per worker (intensive margin). We focus on the differences between the Great Recession and the start of the COVID-19 Recession. In the Great Recession, the loss in aggregate hours is largely accounted for by employment losses (hours per worker did not adjust) and initially mainly by workers in temporary contracts. In contrast, in the early stages of the COVID-19 Recession, approximately sixty percent of the drop in aggregate hours is accounted for by permanent workers that do not only adjust hours per worker (beyond average) but also face employment losses—accounting for one-third of the total employment losses in the economy. We argue that our comparison across recessions allows for a more general discussion on the impact of adjustment frictions in the dual labor market and the effects policy, in particular the short-time work policy (ERTE) in Spain.


Author(s):  
JOSEFA CANTERO MARTINEZ

Este estudio pretende aportar algunas ideas para contribuir a un debate más sereno sobre el abuso en el nombramiento de personal funcionario interino y su sanción a través de los llamados procesos de estabilización. El análisis resulta muy oportuno en este momento, pues se está tramitando un proyecto de ley en las Cortes que proviene del Real Decreto-ley 14/2021, de 6 de julio, de medidas urgentes para la reducción de la temporalidad en el empleo público. Algunos grupos parlamentarios han solicitado expresamente la conversión automática del personal funcionario interino afectado en personal funcionario de carrera o la creación de una nueva categoría de empleado público fijo ¿a extinguir¿. Otros han propuesto su directa estabilización mediante un concurso o mediante la realización de un concurso-oposición, sin que los ejercicios de la fase de oposición tengan carácter eliminatorio. En este análisis se parte de una visión centrada especialmente en lo público, que resalta la necesidad de que las soluciones que finalmente se adopten para proteger al funcionario interino ¿abusado¿ sean también respetuosas con la especial naturaleza pública del empleador, con los principios constitucionales rectores del acceso al empleo público y con las potestades organizatorias y de planificación de las Administraciones Públicas. Azterlan honek ideia batzuk eman nahi ditu, lasaiago eztabaidatu daitezen bitarteko funtzionarioen izendapenean izandako gehiegikeria eta hori saihesteko eta, hala badagokio, zehatzeko neurriak. Azterketa oso egokia da une honetan, enplegu publikoan behin-behinekotasuna murrizteko premiazko neurriei buruzko uztailaren 6ko 14/2021 Errege Lege Dekretutik datorren lege-proiektu bat izapidetzen ari baitira Gorteetan. Legebiltzarreko talde batzuek berariaz eskatu dute tartean dauden bitarteko funtzionarioak karrerako funtzionario bihurtzea automatikoki, edo «iraungi» beharreko enplegatu publiko finkoaren kategoria berri bat sortzea. Beste batzuek lehiaketa baten bidez edo oposizio-lehiaketa baten bidez zuzenean egonkortzea proposatu dute, oposizio-faseko ariketak baztertzaileak izan gabe.Azterketa horretan, bereziki arlo publikoan oinarritutako ikuspegi batetik abiatzen da, eta azpimarratzen du beharrezkoa dela bitartekoa babesteko azkenean hartzen diren konponbideek enplegatzailearen izaera publiko berezia, enplegu publikoa lortzeko printzipio konstituzionalak eta administrazio publikoen antolaketa- eta plangintza-ahalak errespetatzea. This study aims to offer a number of ideas contributing to a more measured debate as to abuse in the appointment of interim civil servants, and measures to avoid and, where applicable, to penalise this practice. This is now a particularly timely analysis, as the Spanish Parliament is currently considering a bill derived from Royal Decree-Law 14/2021, of 6 July 2021, on urgent measures to reduce the use of temporary contracts in public employment. A number of parliamentary groupings have explicitly called for the interim staff affected to be automatically given permanent civil service contracts, or otherwise for the creation of a new category of permanent public employee "to be extinguished". Others have proposed their direct stabilization by means of a competition (exceptional system in which merits like job experience are assessed) or by means of a competition-examination (competitive tests and merit assessment), with non-eliminatory tests in the examination phase.This analysis is based on a perspective focused in particular on the public sector, highlighting the need that any solutions that might ultimately be adopted to protect interim staff, likewise respect the specific public nature of the employer, with the constitutional principles which govern access to public employment, and the organisational and planning powers of public administration bodies.


Author(s):  
REMEDIOS ROQUETA BUJ

El art. 2 del Real Decreto-ley 14/2021, de 6 de julio, de medidas urgentes para la reducción de la temporalidad en el empleo público, prevé nuevos procesos de estabilización de empleo temporal para atajar la excesiva temporalidad en las Administraciones Públicas y cumplir con las indicaciones de la Unión Europea a nuestro país en este sentido. En el presente artículo se estudia el régimen jurídico aplicable a estos procesos de estabilización de empleo temporal y muy en particular la compensación económica que se reconoce en favor del personal funcionario interino o el personal laboral temporal afectado por los procesos de estabilización de empleo temporal que, estando en activo como tal y habiendo participado en el proceso selectivo de estabilización, viera finalizada su relación con la Administración por la no superación del proceso selectivo, el carácter potestativo u obligatorio de los procesos de estabilización de empleo temporal, los sistemas selectivos, la valoración de los méritos, las pruebas y las notas de corte. Enplegu publikoan behin-behinekotasuna murrizteko premiazko neurriei buruzko uztailaren 6ko 14/2021 Errege Lege Dekretuak, 2. artikuluan, aldi baterako enplegua egonkortzeko prozesu berriak aurreikusten ditu, administrazio publikoetan dagoen gehiegizko behin-behinekotasunari aurre egiteko eta Europar Batasunak gure herrialdeari ildo horretan emandako jarraibideak betetzeko. Artikulu honetan, aldi baterako enplegua egonkortzeko prozesu horiei aplikatu beharreko araubide juridikoa aztertzen da, eta, bereziki, aldi baterako enplegua egonkortzeko prozesuetan sartuta dauden bitarteko funtzionarioen edo aldi baterako lan-kontratuko langileen alde aitortzen den konpentsazio ekonomikoa, baldin eta, halakotzat jardunean egonik eta egonkortzeko hautaketa-prozesuan parte hartu ondoren, Administrazioarekin zuen harremana amaituta ikusten badu hautaketa-prozesua ez gainditzeagatik, hautapen-probak aukerakoak edo nahitaezkoak izateagatik, aldi baterako enplegua egonkortzeko prozesuengatik, balorazio-notengatik eta balorazio-sistemengatik. Art. 2 of Royal Decree-Law 14/2021, of July 6, on urgent measures to reduce the use of temporary contracts in public employment, provides for new stabilization processes for temporary employment to tackle the excessive use of temporary contracts at public administration bodies and comply with the indications of the European Union in Spain in this regard. This article studies the legal regime applicable to these temporary employment stabilization processes, and in particular, the economic compensation provided for temporary civil servants or temporary employees affected by temporary employment stabilization processes who, while in active employment as such and having participated in the selective stabilization process, find their relationship with the administration terminated due to their failure to pass the selection process, the optional or mandatory nature of the temporary employment stabilization processes, the selective systems, the assessment of merits, tests and the cut-off grades.


2021 ◽  
Vol 1 ◽  
pp. 16-23
Author(s):  
Mahashweta Das

Seafaring is openly challenging working circumstances for females. For the last twenty-two years, females in western countries have been interested in joining the fleet, but as the captaincy roles aboard, their numbers are minimal compared to other jobs. In every working place, females always face many unusual problems, which are more in seafaring. The manuscript derives the discrimination factors of marine women officers (MWOs) onboard due to cultural (or racial) or being a woman using the experiences of 149 women officers from 18 different countries. Two experiences such as onboard discrimination due to cultural reasons (DDCR) and not being promoted in the company as being women (NPCW) for MWOs are considered the responses in the present study.  It was found out that mean DDCR is positively associated with age (P=0.0313), nationality (P=0.0047), current position onboard (P=0.1051), while it is negatively associated with cohabitation (P=0.0137) and type of contract (P=0.0719). Variance of DDCR is negatively associated with male companions' support (P=0.1432). Also, mean NPCW is negatively associated with her male companions' support (P<0.0001), while its variance is positively associated with professional qualification (P=0.1317). It was found out herein that MWOs from other nations (except Spanish) at older ages, second class officers, staying single with temporary contracts are highly discriminated against based on cultural (or racial) reasons. In addition, MWOs with higher male companions' support are very rarely promoted in the company.


PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0252077
Author(s):  
Ricard Grèbol Jiménez ◽  
Judit Vall Castelló

The number of suicides has increased in the last decades in several developed countries. For instance, Spain has experienced a gradual but steady increase in suicides since the 80’s and it is currently the leading external cause of death in the country. At the same time, the dualisation of the labor market, with a strong and persistent incidence of temporary contracts, has increased the instability of employment conditions. Both developments have a stronger incidence for individuals with lower levels of education. Therefore, in this paper we use rich administrative data in order to estimate the impact of the wide spread use of temporary contracts on suicides. In order to do that we exploit a reform that liberalised the use of fix-term contracts in Spain in 1984. Our results show strong long-term effects of the reform, which increased the suicide mortality rate of affected cohorts (those entering the labor market just after the liberalisation) by at least 25.3%. We believe that this result has important policy implications and should be taken into account in the design of the national suicide prevention plans.


2021 ◽  
pp. 089692052199161
Author(s):  
Jan Lust

Peru has become one of the most affected and infected countries by COVID-19. The expansion of the virus could not be contained by a complete lockdown and a state of emergency. In this article we discuss the principal conditions for the expansion of the new coronavirus in Peru and examine what part of the population is most affected and infected by the virus. We find that Peru’s role in the international division of labor, the country’s company structure, high levels of informality, and the general use of temporary contracts are the structural conditions on which the expansion of COVID-19 in Peru rests. This article shows that the laboring classes are the principally infected and affected by the new coronavirus. The Peruvian neoliberal development model has been responsible for the government’s limitation to implement measures according the country’s social and economic structure that might have contained the expansion of COVID-19.


2021 ◽  
Author(s):  
Andrea Gerali ◽  
Elisa Guglielminetti ◽  
Danilo Liberati

Equilibrium ◽  
2020 ◽  
Vol 15 (4) ◽  
pp. 735-760
Author(s):  
Krzysztof Bartosik

Research background: The share of temporary workers in Poland is one of the largest of any EU country, which may affect the output unemployment relationship. The Polish case seems to be a natural experiment. Contrary to many advanced European countries, the spread of temporary contracts in Poland was not caused by labor market reform but instead resulted mainly from spontaneous processes. Purpose of the article: This paper investigates the effect of the widespread use of temporary contracts on the relationship between output and unemployment in Poland. Methods: The analysis is based on the ?dynamic? version of Okun?s law and uses OLS regression, OLS split-sample regression and OLS rolling regression. The sample period is 1996?2018. Findings & Value added: The study found that unemployment?s sensitivity to output increased over time and was related to the greater use of temporary contracts, particularly among young people and women. Initially, at the turn of the 21st century, the expansion of temporary jobs changed the employment composition and had an insignificant effect on unemployment since firms mainly replaced permanent contracts with temporary contracts. Then, starting around 2006, temporary contracts began affecting unemployment levels and unemployment?s responsiveness to output. During this period, firms used temporary contracts as the main workforce adjustment device during the business cycle. 


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