Pekerja Filem dan Isu Bayaran dalam Industri Filem Malaysia

Film workers in Malaysia were having problems of not getting paid, partially paid or payments delayed by the employers. This research is to investigate the causes of payment issues in Malaysian film industry; to examine the effects of the problems to the film workers; and to provide solutions to the problems. A study was undertaken by interviewing a number of film workers in Malaysian film industry. The findings show that the major causes of payment issues are low clarity in contract employment, poor payment procedure, low understanding of film workers regarding employment contract, ineffectiveness of the film workers associations and insufficient cash flow by employers.

Workplace gender-based violence and associated factors among university women in Enugu, South-East Nigeria: an institutional-based cross-sectional study

Background Exposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women. Methods The study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson’s Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance. Results The prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35–49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH. Conclusions The prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women.

7. Employment I: employment status, equal pay, and equality

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter reviews the law on the employment contract, employment status, equal pay, and equality. Individuals may be engaged as workers, but their employment status will most commonly be as an employee or independent contractor. Employment status is significant in relation to the rights and obligations each type of contract has for the individual and employer. Given the lack of an adequate statutory definition, the common law has developed tests to identify employment status. Employment contracts contain express and implied terms. Employees and people employed personally to perform work under a contract are protected against various forms of discrimination and enjoy enforceable rights to equality at work.

ASAS KEBEBASAN BERKONTRAK DALAM PERJANJIAN KERJA ANTARA TANAMAS INDUSTRY COMMUNITY DENGAN KARYAWAN DI KOTA CIREBON

This research want to know how the implementation of the principle freedom of contract in employment agreement between employees and Tanamas Industry Community. The method used in this study is empirical juridical. If viewed from the contents of the agreement for a certain time does not meet the principle of proportionality and may harm the employees because some of the contents of it, requires employees to obey the rules which is set by company. Keywords: Principle of Freedom of Contract, Employment Agreement Abstrak Penelitian ini bertujuan mengetahui implementasi asas kebebasan berkontrak dalam perjanjian kerja antara karyawan dan Tanamas Industry Community di Kota Cirebon. Metode yang digunakan adalah menggunakan penelitian hukum Yuridis Empiris. Implementasi asas kebebasan berkontrak dalam pelaksanaan perjanjian kerja tersebut, jika ditinjau dari isi perjanjian untuk waktu tertentu tersebut tidak memenuhi asas proporsionalitas serta dapat merugikan karyawan karena sebagian dari isi perjanjian kerja tersebut mewajibkan karyawan mentaati peraturan yang telah ditetapkan oleh perusahaan. Kata Kunci: Asas Kebebasan Berkontrak, Perjanjian Kerja.

Seven Projections for Earth and Space Science Jobs

What do the coming political changes mean for the job market? In the short term, not much. But long term, expect privatization, contract employment, and more.