OCCUPATIONAL SAFETY AND HEALTH OF CONSTRUCTION PROJECTS IN DILI, TIMOR LESTE

Occupational Safety and Health is the program to protect workers from the dangers of work accidents and occupational diseases that may occur during work. This study was conducted to determine the implementation performance of occupational safety and health program, to find out the obstacles during the implementation occupational safety and health programs, as well as labor laws and regulations relating to OSH on construction projects in Dili Timor Leste. This study collected data by distributing questionnaires to employees who work on the four (4) ongoing construction projects in Dili. Data analysis was carried out on Microsoft Excel which further processed the data using the mean count to determine the average value of the questionnaire and the standard deviation. This study found that the project in Dili has implemented the Occupational Safety and Health program. This can be seen from the overall results of the analysis with a mean value of 4.49 and a standard deviation of 0.473. From these results, it can be concluded that every construction project company prioritizes the implementation of OHS. The second result is the obstacles in applying OHS; from the analysis results show that the barriers from the worker side are rank 1 with a mean value of 2.90 and a standard deviation of 0.925. It can be concluded that many obstacles in implementing the OSH program occur from the workers' side due to the lack of awareness and knowledge of workers about OSH in working on construction projects. The result of the third analysis is Timor Leste's labor laws and regulations. The results of the analysis show that it is sufficient for companies to apply Law no. 4/2012 on employment in the areas of security, hygiene and health in the workplace.

Dialing for Change: Organizing Call Center Workers in the 1990s

This article contrasts two Communications Workers of America (CWA) strategic organizing campaigns at Sprint and Southwestern Bell wireless in the 1990s. In the first case, the NLRA failed to protect Sprint workers after their employer closed the call center to avoid a union election, despite a complaint filed by a Mexican union under labor provisions of the North American Free Trade Agreement. In the second case, the CWA's “bargain to organize” strategy neutralized Southwestern Bell's opposition, and 40,000 wireless workers chose CWA representation under a negotiated neutrality/card-check recognition process. This article demonstrates how neoliberal regulatory changes in the telecommunications sector in combination with weak labor laws fostered the decline in union representation in this vitally important and dynamic sector of the economy.

Nexus between Child labor, Sector-specific Growth and International Trade in Pakistan

This study focused on analyzing the impacts of different sectors’ growth and globalization on child labor in Pakistan. The order of integration variables was found mix as some were I(0) and some were I(1). That’s why, the long run and short run dynamics were evaluated through ARDL mechanism using data from 1980-2014. The long run and short run inferences revealed that growth reduced child labor significantly in all sectors except services. The urban population growth significantly lessened the child labor as compared to rural population. The FDI significantly decreased the child labor growth while trade openness did opposite. Results suggest that trade policy and labor laws of ILO should be implemented.

Teaching Labor Laws: Evidence from a Randomized Control Trial in South Africa

We assess whether imperfect knowledge of labor regulation hinders job creation at small and medium-sized firms. We partner with a labor law expert organization that provides information about labor regulation via newsletters and access to a specialized website. We randomly assign 1,800 firms to get access to this service for a 21-week period. Six months later, the average employment level at treatment firms was 12 percent higher than at control firms. The intervention decreased the perception that labor regulation is a constraint to hiring and increased optimal employment level. (JEL D22, D83, J63, L25, K31, O15)

Influential Factors Under Labor Law Adhere to ILO: An Analysis in the Fish Farming Industry of Bangladesh

This article evaluates different factors under the Bangladesh Labor Act 2006 for promoting work satisfaction in the fish farming workers in Bangladesh. How far does this industry comply with standard labor laws adheres to international labor policy, and promotion of labor rights is another focus of this study. This study shows that yearly increment, overtime payment, weekly holiday, amount of compensation, appointment by appointment letter, and job security significantly influence the fish farming workers’ minds in Bangladesh. The Qualitative part of the study finds that the State must protect the workers’ rights by enacting a standard labor policy that adheres to international instruments, which it is unwilling to do so. This study helps in evaluating the opinion of the fishers’ work satisfaction as well as policy planning for the development of the fish farming industry. It will add value by creating awareness of labor rights in the Asian developing setting.

Human teeth as a reliable age marker: A study on migrant labour population

Age is one among the factors which is supposed to be identified in establishing identity of an unknown or deceased person. It is found to be more reliable and accurate to determine the age of a person. The determination of age can be achieved from various physical markers present in body, this includes teeth, bones, and skull. There is certain age where the long bones tend to complete their growth, the growth of skull is well marked by the time of order of their suture closures. A well-developed cranial bone depicts that it is intersected with a suture. besides the bone and skull another reliable physical marker is the human teeth, teeth is considered to be the hardest tissue in humans which is not affected by the factors such as heat, temperature, moisture etc. it is an effective identifier in cases of mass disaster where it is practically impossible to determine the identity of the person through the bones available from the crime site. Teeth is a very important factor to determine the age in disputed cases. Since the age can be estimated even from skeletal remains, teeth are preferred for estimation in certain cases as it is considered to be one among the hardest tissues of the human body. Teeth has got a very unique feature as it cannot be destroyed by heat or any thermal factors or other environmental factors. This property of the teeth has to be effectively utilized for age estimation. The following study was conducted on migrant workers working on a peeling company, the purpose behind the study is to determine whether all the workers have 18 years of age and to ensure that no or none of them are working below the age of 18. There are certain cases reporting that some of these workers have found committing impersonating forgery claiming to be above 18 years of age. The study is specifically to find the age of workers by examining the teeth and also to find if any forgery is done or not. This study was also done to check whether labor laws has been violated or not in accordance with the Constitution of India, no child below the age fourteen years of age shall be employed to work in any factory or mine or engaged in any other hazardous employment, therefore employment of a child under the age of 14 years is punishable by law (child labor prohibition and regulation act of 2012). The need of the study arises from this very fact that the proof of age is not an authenticated document. With repeated reports of forgery regarding the proof of age, submitting ration card as proof of age. And in the wake of current scenarios to ensure that no child is exploited in any kind of ways. The study was done on migrant labor population working in a factory and the estimation is carried out using the Demirjian method along with Acharya’s India specific value and the probable age of the respondents are calculated.

The Dialectics Feminism Paradigm Of The Legal Marriage As A Form Of Legal Protection In Girls

The constitution as the basis of the state provides an indication that all Indonesians have the same rights, see Article 27 (1) of the 1945 Constitution, including the position of women and men. However, the domination of partiarchic culture positions women as a subaltern of men. For the paradigm of Feminism Legal Theory, law is a product of men, so that it becomes a barometer that legal products is men, such as determining wages in labor laws, laws related to the environment and laws on marriage. Recently there was an interesting incident, when the Constitutional Court granted the Judicial Review request related to the minimum age of marriage, where in the Marriage Law before the revision there was a relatively quite difference of ages in children, 16 years old for girls and 19 for boys. After the Constitutional Court Decision No. 22 / Puu-Xv / 2017, then the Government revised Law No. 1 of 1974 on marriage to become Law No. 16 of 2019 concerning Amendments to Law 1 of 1974 regulates the age limit for marriage, especially women who are at least 19 years old can marry, same as men. Does this indicate that Indonesian legal politics leads to the paradigm of feminist legal theory or Feminism Legal Theory (FLT). In fact there are many norms in laws that are gender biased, including in Law no. 16 of 2019. The approach in this study uses a statute approach and a conceptual approach.

Transgender and the Right to Employment in India: Analysing the Trajectories of Discrimination

<p>This research aims to investigate the trajectories of discrimination these communities face in the employment sector. While doing so, the authors have emphasized that despite a clear mandate of ‘Right to Work’ in the Constitution of India, policymakers, governments, and the Indian judiciary too has been keen only on laying down framework only concerning ‘Rights at work.’ In this sense, the authors opine that India presently lacks a clear employment non-discrimination framework. Even almost all the labor laws of India stipulate rights and duties post-recruitment scenario. There is an apparent lack of pre-recruitment guidelines. In this light, the authors see the Supreme Court’s recent judgment in the NALSA case recognizing the Transgenders as ‘third gender’ and the efforts of the Indian Parliament to frame a law on the protection of the rights of the transgender people as a silver lining in the cloud. This paper highlights the underpinnings of this development by still emphasizing that something needs to be done more on the front.</p><p> </p><p><strong> </strong><strong>Keywords:</strong> Transgenders; Employment; India.</p>

Problems Redesigning University EFL Curricula: A Case Study

As English education programs mature, it is common for them to need to adjust their curricula. Adapting in a timely manner can be an especially acute problem at universities, which are under pressure to respond to changes in education policies while also following regulations to maintain accreditation as degree-granting institutions. To observe how these issues affect redesigning curricula, this article undertakes a case study of one faculty currently in the midst of change. The faculty went through two major periods of changes, but as will be observed, the timing and success of these changes has been swayed by major practical and procedural issues, including restrictions on curriculum changes for accreditation purposes, changes in the labor laws, budgetary restrictions limiting hiring, and changes in university admissions examinations. The discussion considers how these issues were approached while offering observations about how best practices in curriculum design can be implemented effectively given institutional restrictions. 英語教育プログラムの成長に伴い、カリキュラム改正が必要になることが多い。日々変わる教育政策に対応しながら認可にかかわる規則を厳守することが求められる大学にはカリキュラム改正がことに困難である。いかなる問題が発生するのかを究明するため、本稿では英語教育のカリキュラム改正に取り組んでいる学部の事例研究を試みる。当該学部が２期に渡ってカリキュラム改正に取り組んできたが、改正の時期と効果が大学認可に関するカリキュラム改正の規制・雇用法律の変化・人事上の予算的制限・大学入試の変化を含む内的・外的な要因に左右された。最終的にどのように対処したのかを考察しつつ、カリキュラム改正の計画と実施をするための工夫法も提示する。