labour law


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labour law

the body of legislation and judicial decisions concerned with INDUSTRIAL RELATIONS, TRADE UNIONS and employment. Labour law has two main forms:
  1. individual labour law, relating to the rights and obligations of individual employees.

    From the 1960s onwards the volume of law in this area has grown considerably, partly as a response to European Union legislation. The Employment Act 1975 was particularly important as it established the right not to be unfairly dismissed (see UNFAIR DISMISSAL). Other important legislation in this era proscribed DISCRIMINATION on grounds of race or sex. In the 1980s individual rights were weakened somewhat. For example, the qualifying period for the right not to be unfairly dismissed was extended. However, legislation by the European Union counterbalanced this trend to some extent, and in the 1990s employees' rights in the areas of dismissal, MATERNITY RIGHTS, PARENTAL LEAVE and WORKING TIME were widened and strengthened;

  2. collective labour laws, relating to the activities of TRADE UNIONS and the conduct of INDUSTRIAL RELATIONS and COLLECTIVE BARGAINING. Traditionally, the law has not played an important role in industrial relations, and agreements made between unions and employers are not legally binding (see VOLUNTARISM). However, industrial relations has become increasingly subject to legal intervention in recent years (see JURIDIFICATION). In the 1970s a statutory union recognition procedure was established (subsequently repealed) by the Employment Act 1975. This law also required that employers consult over REDUNDANCIES and pass to unions information relevant to collective bargaining (see DISCLOSURE OF INFORMATION). In the 1980s and 1990s the conduct of STRIKES, TRADE UNION IMMUNITIES, SECONDARY ACTION, and the CLOSED SHOP were all the subjects of legislation, much of it aimed at eradicating what the government saw as trade union abuses. Recently a new STATUTORY UNION RECOGNITION PROCEDURE was introduced. Whilst union action continues to be highly regulated, labour law is now seen to be less hostile to unions than it was in the 1980s and 1990s. See MINIMUM WAGE.
References in periodicals archive ?
Arthurs creates a map of labour law of his own projection, emphasizing the concept of labour market regulation and the on-going crisis.
The New Labour Law aims to organise all aspects of the relationship between the employer and employees, with the aim of protecting their rights and realising sustainable improvement which is based on social justice, equality and providing suitable work for everybody without discrimination.
They said that the event was also a media launch of EFP's Position Paper based on a Research Study on Development of Industrial Relations and Labour Laws: an Impact Overview which comprehensively covered the constitutional rights of business and work, country commitment to international labour standards through ratified ILO Conventions, the six national labour policies and the resulting labour legislation classified in nine phases from the point of independence to the devolution of the subject of Labour to the provinces after the 18th Constitutional amendment and the findings of an EFP survey on the impact of industrial relations and labour laws on organizational management and effectiveness.
The labour law specifies that, based on the number of works (over 500) a doctor must be on the company's payroll and those with 100 to 500 workers must have a full-time qualified nurse in its employ to take care of medical emergencies within the camp.
The revised UAE labour laws will also include major changes to annual leave and end of service benefits due to an employee.
Thus, in accordance with the aforementioned provision of the Labour Law, you shall be entitled to take two days of leave every month, since you have already completed six months of service with your employer.
Earlier in January, another draft labour law was published by the Ministry of Health on its website.
It is also a matter of concern that the new labour law gives added benefits and rights to women such as extended maternity leave.
Therefore, as the author claims in the first part of his monograph the book is specifically intended to discuss the key legal standards of the European Union and their peculiarities, to the extent that this is related to collision norms of international labour law.
The Labour Law is retroactive in the sense that it regulates current and old contracts; however employees may not claim any benefits granted under the new law if they have resigned prior to its enactment.
II The Scope of Labour Law III Labour Law Method IV Normative Focus and the Relevance of Empirical Evidence V Conclusion
Manfred previously worked for K&L Gates, where he was a member of the employment and labour law practice group and advised on reorganisations, the structuring of remuneration systems and company pension schemes.

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