An Overview of the Socioeconomic and Biodemographic Aspects of the Vietnamese Fishing Crews

Income diversification by farm households has gained the attention of researchers and policy makers due to its commonness especially in developing countries. This study sought to empirically investigate the determinants of off-farm income among smallholder farmers in northern Ghana using a sample of 300 rice farmers. A double-hurdle model was used to determine the factors influencing participation in off-farm work as well as the predictors of actual amounts earned from working outside the farm. The results revealed that gender, farming experience, years of education, and access to credit are the factors determining participation in off-farm work while farming experience, years of education, and geographical location are the determinants of income from off-farm work. The paper concludes that measures to enhance rural income diversification will spur the rural economy and these measures should seek to address the problem of low level of formal education in rural areas.

The chapter, grounded in most relevant domestic literature on employment and labor relationships, provides the reader with a general overview of Slovenian individual and collective labor law regulation, its relation to EU law, and its placement in the wider field of social law, alongside social security law or social insurance regulation. It consists of an analysis of key sources of labor law, i.e., the Slovenian Constitution, the Employment Relationships Act or, simply, the Slovenian labor code,1 and autonomous legal sources like different-level collective agreements. Other important acts, like the Labor Inspection Act, Public Employees Act, or the Public Sector Salary System Act, are also referred to in places as to depict the regulatory framework as a whole. The chapter also addresses key aspects of most important labor law institutions, like the employment relationship, established by the employment contract, never staying far away from the evergreen interplay between labor law and (contract) civil law. It also considers some of the common challenges, faced in the field today, like disguised employment relationships or the conclusion of successive fixed-term contracts.

Research Handbook on Labour, Business and Human Rights Law, edited by Janice R.Bellace and Beryl terHaar. Edward Elgar Publishing, Cheltenham, UK, 2019, 528 pp., ISBN: 978‐1‐78642‐310‐7, £195.00 (US$290.00)

Civic Republican Political Theory and Labour Law: A Sketch

The study was undertaken to analyse the extent, diversity, inequality and determinants of income of rural households in Jharkhand-one of the most poverty stricken state of India. The study is based on the high frequency primary data collected from 160 rural households by resident investigators under the ICAR-ICRISAT collaborative project on “Tracking Changes in Rural Poverty in Household and Village Economies in South Asia”. Both descriptive and quantitative methodologies were used to analyse the above issues. Tabular analysis was used to assess the level of income among different categories of rural households. While Herfindahl-Hirschman Index was used to assess the diversity of income sources, income inequality was measured by Ginni Ratio and Lorenz curve. Further, the linear regression model was used to identify the determinants of income of rural households in tribal dominated areas of the state. The study depicted a wide variation in the level of income among different categories of households with high and pervasive income inequality among them. Though the income inequality did not exhibit a consistent relationship with farm size, the extent of inequality was found highest among labour households. Education, adoption of high yielding varieties and access to non-farm income opportunities emerged as the significant determinants of income. These findings explicitly call for sustained efforts to create rural non-farm employment opportunities, promote adoption of modern agricultural technologies and enhance education among rural households in the study area.

Inequality and Determinants of Income among Rural Households in Tribal Dominated Areas of Jharkhand

The article focuses on the analytical and comparative aspect of legal regulation of international relations in the Republic of Latvia, Republic of Lithuania, and Ukraine. Law of the Republic of Latvia, the Republic of Lithuania, and Ukraine applied to employment relations complicated by a foreign element is authentic. This authenticity means that first, each of the states has its own source of legal regulation of these private law relations with a foreign element different by titles and/or type of legal acts (the Labour Law in the Republic of Latvia, the Labour Law in the Republic of Lithuania, Law of Ukraine "On Private International Law"). Second, the conflict of laws provisions are different in the Republic of Latvia, the Republic of Lithuania, and Ukraine. The study presents the article-by-article digest of the Labour Law in the Republic of Latvia, the Labour Law in the Republic of Lithuania, Law of Ukraine "On Private International Law" meant for legal regulation of international employment relations. Thus, the Latvian legislators assign certain obligations to employers when it comes to seconding employees to work in the Republic of Latvia and abroad. The Lithuanian legislators set: first, the rules to be applied to the employment relations with seconded employees; second, the specifics of regulation of employment relations in diplomatic missions and consular institutions of the Republic of Lithuania; third, the authentic approach to regulation of employment relations when it comes to water, air, and automotive vehicles; fourth, the rules to be applied to individual employment relations; fifth, the rules to be applied to collective employment relations. The Ukrainian legislators point to, first, the authentic nature of legal regulation of employment relations with the Ukrainian nationals working abroad; second, the specificity of legal regulation of employment relations with foreigners and stateless persons working in Ukraine.

COVID-19 and Thai marine capture fishery in the Gulf of Thailand: A case of small-scale fishery versus industrial fishery

Chinese Workers Without Benefits

The aim of this chapter is to consider the analytical purchase of the concept of ‘industrial relations’ (IR) and the explanatory power of its key expressions. The discussion commences with an outline of the employment relationship as a historically contingent exchange relation that is socially embedded and dependent on institutional mediation for its reproduction. A key aspect of the argument is the claim that the much vaunted ‘crisis of IR’ is merely a crisis of a particular conception of the employment relationship: one that is narrowly focused on mass production and revolves largely around the experiences of organized, full-time (typically male) workers. Shifting the focus of analysis to a more inclusive conception of IR as ‘labour regulation’ situates the employment relationship in its wider socio-economic and political context and challenges many of the assumptions in the human resource management (HRM) literature about strategic ‘integration’, employee ‘involvement’, ‘high commitment’ management and so on. Labour regulation is conceptualized as a conjuncturally specific phenomenon that coalesces under certain spatio-temporal conditions. Since it is inherently open-ended, contested and contradictory, the employment relationship is dependent on regulatory mechanisms capable of generating the social rules and conventions necessary for its cohesion and durability. In other words, labour regulation plays the role that it does because the employment relationship is structured in the way that it is. Durable regulation, in the form of an essentially stable employment relationship, is unattainable since industrial conflict can never be ‘resolved’ in any final or absolute sense. In practice, labour regulation is a dialectical and continuous process of challenge and response, cooperation and conflict, control and autonomy. HRM is simply one way of mediating these contradictions, not a means to elude or to eradicate them.

The Impact of Emerging Information Technologies on the Employment Relationship: New Gigs for Labor and Employment Law

The chapter presents an overview of key labour law institutions, aiming at discussing the importance of the gender perspective in labour law. Therefore, the introductory section of the chapter will put this issue into the context of historical and conceptual framework genesis of regulating employment relationships. These issues are connected with the legal subordination and economic dependence of employees, which produce the need to create and implement norms that protect employees, as a weaker party to the employment relationship. This includes the limitation of employers’ (managerial, normative and disciplinary) prerogatives, in order to create the conditions for effective enjoyment of the right of jobseekers and employees for protection against gender-based discrimination. The labour law is, in this regard, traditionally conceived according to the model of a male worker, who is employed on the basis of a standard employment contract (open-ended full time employment contract). This then results in a failure to recognise or provide sufficient consideration of the specific needs that women have as participants in the labour market. The use of the feminist method, which included the understanding of gender as an analytical category in the field of labour law, opened up a new set of labour law issues. For example, in easing the ban on women working in physically demanding jobs, and the conceptualisation of the need to reconcile the professional and family duties of employees.. On the other hand, contemporary labour law, when creating conditions for achieving gender equality, is aimed primarily at women’s empowerment in the world of work. Persisting with this approach can lead to an oversimplified understanding of the principle of gender equality, ignoring the special needs of men in the world of work, as well as ignoring the importance of their role for consistent implementation of the principle of gender equality and women’s empowerment. The second section of the chapter will provide analysis of gender-based discrimination during the hiring process. Other sections will cover the risk of gender-based discrimination regarding rights, obligations and duties deriving from employment relationship, labour law measures to encourage improvements in the occupational safety and health, work-life balance for parents and caregivers, sexual harassment at work and promotion of gender equality in collective labour law.

This study aims to describe the relationship between labor and labor law. The research used descriptive qualitative. Data collection techniques using observation, and document study. The results of the study (1) The term labor is very popular in the world of labor/employment, besides this term has been used for a long time even from the Dutch era also because the old laws and regulations (before Law No. 13 of 2003 concerning Manpower) used the term laborer. (2) The term labor law used to be called labor law which is a translation of arbeidsrechts, but both have different meanings in terms of substance. Employment Law is all legal arrangements relating to labor either before work, during or in an employment relationship, and after an employment relationship. (3) Employment relationship is a legal relationship carried out by at least two legal subjects, namely the entrepreneur and the worker/labourer regarding a job. (4) Islam as a religion of rahmatan lil alamen, is very concerned about workers. Islam is very concerned about human rights, even though he is a slave. The companions who had helped the Prophet sallallaahu 'alaihi wa sallam, both slaves and free people, were all satisfied with the good attitude he gave. This is an ideal portrait that can be used as an example of muamalah between employers and their assistants, between leaders and employees.

Contents: PART I: INTRODUCTION 1. Re-examining Comparative Employment Relations Michael Barry and Adrian Wilkinson PART II: PERSPECTIVES 2. Comparative Employment Relations: Institutional and Neo-Institutional Theories Bruce E. Kaufman 3. The Political Economy of Comparative Employment Relations John Kelly 4. Legal Origins, Labour Law and the Regulation of Employment Relations Sean Cooney, Peter Gahan and Richard Mitchell 5. Cross-Cultural Studies Terence Jackson PART III: PAIRED COMPARISONS 6. Employment Relations in Chile and Argentina Maurizio Atzeni, Fernando Duran-Palma and Pablo Ghigliani 7. Employment Relations in Canada and U.S. Sara Slinn and Richard W. Hurd 8. Employment Relations in China and India Fang Lee Cooke 9. Employment Relations in the United Kingdom and Republic of Ireland Tony Dundon and David G. Collings 10. Employment Relations in Japan and Korea EeHwan Jung 11. Employment Relations in Belgium and the Netherlands Hester Houwing, Maarten Keune, Philippe Pochet and Kurt Vandaele 12. Employment Relations in Australia and New Zealand Nick Wailes 13. Employment Relations in South Africa and Mozambican Geoffrey Wood 14. Employment Relations in France and Germany Stefan Zagelmeyer 15. Employment Issues in Oil-Rich Gulf Countries Kamel Mellahi and Ingo Forstenlechner PART IV: CURRENT ISSUES 16. Corporatism Meets Neoliberalism: The Irish and Italian Cases in Comparative Perspective Lucio Baccaro 17. The Role of MNEs David G. Collings, Jonathan Lavelle and Patrick Gunnigle 18. Regulating Global Capital through Public and Private Codes: An Analysis of International Labour Standards and Corporate Voluntary Initiatives Tony Royle

In Poland, labor law is now an independent branch of law (within a uniform legal system). The employment relationship is a central concept in Polish labor law. This relationship has a specific legal character, which distinguishes it, e.g., from civil law, administrative law, and criminal law relationships. In the Polish legal order, employment does not must have an employee character (within the employment relationship). This chapter is devoted to Polish national regulations concerning employment contracts and collective labor agreements, with particular emphasis on their power to shape legal relationships. The content of the chapter shows the relationship between the individual and collective labor law. An analysis has been made of the compliance of Polish regulations on employment relationships with EU law. It also presents selected current regulatory issues of Polish labor law through the prism of issues concerning the formative power of an employment contract and a collective agreement (in terms of the impact of COVID-19 and automation on employment relationship regulations).