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Экономика труда изучает трудовые отношения, условия формирования и использования трудового потенциала (подробнее...)

Employee Relations

Опубликовано на портале: 17-09-2004
Kenneth Miller Employee Relations. 1990.  Vol. 12. No. 2.
Canadian labour legislation is not simply a pale imitation of that of the United States. In fact, Canada's labour laws possess a number of unique and original features which distinguishes them from those stipulated by the United States Labor Relations Act. These basic features are examined and their origins traced, with particular emphasis on the provisions laid out by the Ontario Labour Relations Act, the Labour Code for Canada's largest province.
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Опубликовано на портале: 17-09-2004
John Gennard Employee Relations. 1998.  Vol. 20. No. 1.
Examines the changes in the UK legal framework, surrounding the employment relations system, to be introduced by the new Labour Government elected in May 1997. Discusses how these changes are designed to improve competitiveness, establish fairness at work, provide minimum employment standards and encourage a more flexible workforce.
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Опубликовано на портале: 17-09-2004
Alison Balchin Employee Relations. 1994.  Vol. 16. No. 7.
Draws on a small research study undertaken in the retail industry, providing a very timely consideration of the choices and circumstances of those who work on a part-time basis. Considers the reasons given by workers for choosing part-time work, the costs involved and the extent to which part-time workers are aware of these when making their decision. The research considers the role of trade unions in enhancing awareness of legal entitlements in view of the recent House of Lords ruling.
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Опубликовано на портале: 17-09-2004
Philip James Employee Relations. 1995.  Vol. 17. No. 6.
Examines the deliberations, conclusions and recommendations of the US Commission on the Future of Worker-Management Relations on the issues of employee involvement and collective bargaining. Draws on the two reports published by the Commission and testimony given by employer and union representatives. Notes the Commission's failure to discuss non-union forms of employee representation. Suggests that little legal change is likely to result and any that does occur is unlikely to be favourable to trade unions.
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