System Of Labor Relations Research Articles

Introduction to “The U.S. Labor Relations System after Janus v. AFSCME: An Early Assessment”

Introduction to “The U.S. Labor Relations System after Janus v. AFSCME: An Early Assessment”

Investigating the Need to Introduce Compulsory Interest Arbitration as a Method to Prevent Lengthy Strikes in South Africa

The issue of lengthy strikes in South Africa has been a cause for concern since it destabilises the economy and can result in a loss of employment if it is not managed properly. A strike that takes too long to be resolved causes anger towards strikers, so creating a fertile environment for the eruption of violence between striking and non-striking workers. Damage to property and harm to civilians has been reported where striking workers have become violent during a strike. It appears that the existing remedies fail to curb long strikes and resultant violence, as unions and members continue with their action despite the granting of an order of interdict to stop the conduct. To solve the problem of long and consequently violent strikes, the article advocates the introduction of a compulsory interest arbitration in the labour relations law of South Africa. A compulsory interest arbitration will force the parties into arbitration once it is established that the strike has continued for an unreasonably long period without a solution. The use of compulsory interest arbitration will not be unique to South Africa, as other countries such as Canada and Australia use it in their labour relations systems – which helps them deal with long and possibly harmful or violent strikes. The article argues that lessons can be learned from these countries on how South Africa can deal with its own protracted strikes. The article further proposes that the LRA be amended to include a provision that will enable the Minister to intervene where the parties fail to reach agreement on disputed issues, and where it is in the public interest to do so. Introducing a compulsory interest arbitration in the labour relations system could limit the right to strike. However, the article argues that such a limitation may be justified in terms of s 36 of the Constitution.

Regulations in blockchain sustainable integration into labor relations

The study examines the regulations and laws governing blockchain in the system of labor relations. Labor relations have always been governed and controlled, due to the significant opportunism of the participants and continuous modification. The accumulation of changes should lead to the adaptation of the labor relations regulations. In this regard, the purpose of the work is to investigate the impact of the use of blockchain in the system of labor relations from the point of view of labor law to highlight opportunities and threats, to propose options for normative regulation of the use of distributed ledgers in the world of work. As a result of the study, gaps in labor law have been highlighted that do not allow using the full potential of blockchain. It is proposed to supplement the Labor Code of the Russian Federation with a section that regulates the use of digital technologies in the regulation of labor relations. The key conclusion of the study is that the positive impact of blockchain on labor relations is minimized due to the lack of a legal foundation in this area.

МЕТОДОЛОГИЧЕСКИЕ ПРОБЛЕМЫ ИССЛЕДОВАНИЯ РАЗВИТИЯ СИСТЕМЫ ТРУДОВЫХ ОТНОШЕНИЙ

The article substantiates the need to apply systematic and dialectical approaches when considering the development of the labor relations system. The article provides an interpretation of the structure of the labor relations system by the phases of labor reproduction, considering the role of personal consumption in the production (formation) of labor. The authors attempt to extend their concept of the dialectic of the general and particular in the process of economic relations development to the system of labor relations and to present the structural and genetic connections of the reproduction of labor not only as carriers of continuity, heredity but also as the basis of development. The paper presents the objective development of labor relations as a change in the qualitative state of techno-labor, organizational-labor, and social-labor relations in the process of combining and functioning of production factors, which is reflected in the specifics of ownership relations for the means of production and labor. The study shows that the specifics of the labor relations system in the development process are also determined by nationalspecific and socio-cultural factors. The proposed methodology for studying the development of the system of labor relations in the unity of the systematic, and dialectical approaches may be useful for building a logical structure of the course in labor economics, including the study of labor relations at all stages of labor reproduction.

Human potential in the system of social and labor relations of the region in the context of the global digitalization of the economy (experience of sociological analysis)

The article summarizes the findings of a sociological study on the labour relations problems in a particular region of the North Caucasian Federal District. The integration processes of various scientific directions that study labour and employment relations, contradictory trends in approaches to the analysis of labour activity, satisfaction and labour productivity are revealed. The article analyzes the respondents’ opinion about the employment activity of the labour subject, his labour behaviour, base economic indicators and intellectual resources of the regional society. The authors note the dependence and interdependence of the Russian economy crisis and labour relations, especially the content of labour and its cost. For a total, these factors balance the income level of the working population, and the break-in economic ties between the regions have created noticeable disparities in the key indicators of employment and living standards. The authors give a special place to the characteristics of the carrier of labour relations, the level of activity, the main channels for the use of personal qualities and intellectual abilities. The concentrated expression of these categories of qualities, to which attention is drawn in the article, is the individualization of work activity and the simultaneous ability to work in a team. It is noted that both the creative qualities of the employee and the ability to realize talent in the workplace are manifested in these categories. In the modern world, social philosophy, sociology and other areas of human knowledge are in constant search of a balance between attractive prospects for transforming social reality under the influence of technology and the risks of manipulating human consciousness and his behaviour in a society of mass communications and big data.

УПРОВАДЖЕННЯ СУЧАСНИХ ПІДХОДІВ ТА МЕТОДІВ УПРАВЛІННЯ КОНФЛІКТАМИ НА ПРОМИСЛОВОМУ ПІДПРИЄМСТВІ

The article identifies the main sources and causes of organizational conflicts, as well as the main technologies of conflict management. Conflict has been found to be an important form of human interaction and a means of solving many problems. The ambiguity of the impact of the conflict on the labor behavior of employees and the system of social and labor relations in the organization has been clarified. The map of construction of managerial conflicts of the industrial enterprise is presented. Necessity of formation at modern workers of conflictological competence and conflictological culture is proved. Ways to resolve managerial conflicts at an industrial enterprise are identified. In general, the process of conflict management is a subsystem of enterprise management and is implemented with a dominant functional approach in enterprise management by planning, motivating, controlling and managing conflicts in order to increase the number of rational consequences and reduce the negative consequences of conflicts. It is proved that today the following problems of conflict resolution prevail at industrial enterprises: lack of desire for cooperation and passivity in defending one's rights; shifting responsibility for resolving the problem to others works in situations where the intensity of the conflict is high enough and needs to be reduced; if the decisions are so insignificant that no effort should be expended to change them. Joint discussion of the problems and needs of the parties works in situations where the solution is important for both parties; if the relationship with partners is long-lasting and useful; if there is time and opportunity to work on further resolution of a difficult situation; if the wishes of both parties coincide; if there is a status balance between the partners (style of cooperation). In the emergence of conflicts, their characteristics such as tension, emotionality, etc. are of great importance. At the same time, managers of many industrial enterprises forget that corporate goals should be paramount, not their own ambitions, beliefs, values, positions, problems, etc., because the manager is an employee and, having entered into an agreement with the company, is obliged to meet the goals. and tasks. The choice of the method of resolving the conflict will depend on the position of the party to the conflict in relation to the opponent, which can be: neutral (constructive), active (hard), diplomatic (soft). The variety of ways depending on the factors of the conflict situation will allow the leaders of the industrial enterprise to reduce the level or prevent the dysfunctional consequences of managerial conflicts.

ТРАНСФОРМАЦИЯ СИСТЕМЫ УПРАВЛЕНИЯ ПРЕДПРИЯТИЕМ: ОТ НАЙМА РАБОТНИКОВ К ЧЕЛОВЕЧЕСКОМУ КАПИТАЛУ

The article highlights the features of the management system of social and labor relations of the enterprise. For this purpose, the characteristics and transformation of the objects of management of social and labor relations of the enterprise are given. The paper also provides a brief overview of the key concepts of the theory of the firm, management of social and labor relations and the direct implementation of various enterprise management systems. A comparative characteristic of the change in the system is given: from the management of labor (human) resources to the management of human capital of the enterprise. It is shown that it is the management of human capital of the enterprise that demonstrates its greatest efficiency in the conditions of transition to the knowledge economy.

Essential characteristics of the categories and concepts in the training process in the digital economy

Methodological changes in the modern economy could not keep up with the rapid economic global changes. An appropriate scientific approach should also be provided for the transformations taken place in production and labor relations in the epoch of digitalization. The purpose of the present article is to justify, to systematize, and to develop the categories and concepts for the training process under the digitalization of the economic activities and production and labour relations. The article reveals the impact of different scientific theories in economics on the development of the essential characteristics of the training process; its correlation with the concepts of human resources, human capital, intellectual capital has been described. The need to use a systemic-process approach to analyze the training process as a multi-faceted and multi-tied process in digital economy is justified. The article shows that the existing categories and concepts in the training process fail to reflect the content of industrial and labor relations arising in digitalization and successfully maintaining the digital economy institutions. The article concludes that digital economy should perceive the training process as a new level of resourcing which is an intellectual and professional one, and as an intersectoral development and effective performance of human capital with the purpose to provide the quantitative and qualitative equilibrium at the labor market and its entities. The pool of employees is the object of the training process, while tailored units, divisions and services with their particular authorities, rights and duties including the law-binding ones to support the peopleware are the subjects of the training process. Therefore, the digital economy is transforming the industrial system of the production and labour relations both by adjusting them to digitalization and by generating new types of labour. Structural economic transformations trigger the changes in the essence and the content of the training process and the performance of all participants at the labour market. The essential characteristics of the categories and concepts in the training process in the digital economy should be clarified to set a methodological basis for further scientific studies in the new economic reality.

Условия формирования напряжений на «входе» в систему трудовых отношений

The article differentiates the factors contributing to the growth of labor tensions in the Volga Federal District and analyze conditions for the formation of tensions in the system of labor relations, acting at the «entrance» to it. The authors analyze processes of the emergence and intensification of tensions in the labor sphere of the Volga Federal District on the base of federal and regional statistics.

The adaptation or the abandonment of subordination as a key element of labour law in the face of new forms of employment. A global debate from the Spanish point of view

The legal, jurisprudential, and academic debate around subordination as a key element of the borderline between dependent and self-employed work has been present practically since the consolidation and expansion of labour law, at least in those countries where labour legislation has played a central role in the design of labour relations. However, this debate has intensified in recent times, with theses emerging about the decline and possible disappearance of subordination as a legal reference. The latter derives from multiple factors, political, economic and social, but above all it is due to technological transformations, derived from the implementation of digitalisation and information and communication technologies, together with organisational changes in companies, essentially as a result of the generalisation of formulas for productive decentralisation and the intensification of distance work. This work aims to tackle this issue, from the perspective that the determining causes are of a global and transnational nature, but with notable national conditioning factors which prevent generalisations and, therefore, it is carried out from the perspective of the Spanish system of labour relations. The present work advocates good health in our legal framework of the criterion of subordination. This leads to the rejection of the positions of those who predict that it will be overcome and replaced by the criterion of economic dependence. However, it is understood that the survival of subordination must be carried out based on four premises of essential adaptation: 1) the possibility of establishing common basic rights for all personal work done for another, based on a new understanding of constitutionally guaranteed labour rights, to extend them beyond subordinate work; 2) the construction of a flexible concept of subordination, which includes broad forms of hetero-organisation; 3) the diversification of regulations within subordinate labour with different levels of flexibility through a correct understanding of the so-called “special labour relations” and, above all, of the “contractual modalities” with a specific regime such as distance work; 4) the efficient development of the protection of the weak contracting party in the field of economically dependent self-employment without breaking the mould of its clear separation from subordinate labour.

El triunfo de las señoritas telefonistas

Las operadoras telefonistas en Uruguay fundaron el primer sindicato de mujeres en 1918 y protagonizaron una huelga en 1922. Los acontecimientos relativos al conflicto, y a su existencia como organización, han pasado casi inadvertidos en los estudios sociales, históricos y económicos. El propósito del artículo consiste en rescatar los sucesos que llevaron a la huelga y analizar el impacto que el conflicto tuvo, en cuatro dimensiones principales: el rol del Estado como mediador entre el capital y el trabajo; la situación de las mujeres trabajadoras en el sector; el sistema de relaciones laborales; la redefinición de las reglas de juego políticas. En esas dimensiones se encontraron evidencias de transformaciones sustantivas, que permiten considerar el conflicto como acontecimiento significativo en la historia del país. La investigación se basó en fuentes secundarias: debates parlamentarios, declaraciones municipales y notas de prensa de los principales periódicos del país. Hasta el momento, no se han encontrado archivos de la empresa ni del sindicato de telefonistas mujeres. La investigación se inició en 2018 en el marco de un proyecto denominado “Mensaje por ausencia”, que tiene por finalidad contribuir a la recuperación de acontecimientos protagonizados por mujeres sustraídos de la memoria colectiva.

Концептуальні проблеми трудового права України та їх вплив на розвиток законодавства про працю

У вітчизняній науці трудового права дослідження предмету правового регулювання дають певне уявлення про онтологічні аспекти галузі, але не формують чіткого концепту реформи трудового законодавства й теорій, на основі яких вона має відбуватися. Критичного переосмислення феномену радянського трудового права у правовій науці так і не відбулося. Соціальне призначення норм трудового права необхідно посилювати через розвиток концепцій колективних трудових відносин та системи індивідуальних трудових відносин.
 Метою статті є окреслення ідей оновлення базової доктрини трудового права та визначення, на їх підставі, напрямків розвитку трудового законодавства.
 Наукова новизна визначається тим, що діалектичний зв’язок є базовим для визнання колективних трудових прав як юридичного механізму захисту індивідуальних інтересів у сфері праці. Наголошується, що реалізацію прав, які містять соціально-економічні гарантії працівників, відмінні від державних мінімальних, потрібно забезпечувати виключно через механізми соціального діалогу (партнерства). Механізм їх забезпечення в індивідуальному трудовому праві, у разі відсутності колективного договору – встановлюється за домовленістю сторін трудового договору.
 Можливість збалансованого поєднання методів правового та неправового впливу на трудові відносини потребує визнання трудового договору як джерела трудового права.
 Прогресуюча експансія норм цивільного законодавства на відносини, предметом яких є професійна праця, вимагає оновлення поняття й ознак трудових відносин. В рамках концепції системи трудових відносин це поняття може бути узагальненим, а його ознаки варіюватися в залежності від виду трудового договору. Вважаємо слушним під індивідуальними трудовими відносинами розуміти урегульовані нормами трудового права суспільні відносини, предметом яких є несамостійно-організована та оплачувана праця, яка виконується працівником особисто та із застосуванням, як правило, професійних навичок.
 Безстроковий трудовий договір і трудові відносини, що виникли на його підставі, мають залишатися пріоритетними, але за рахунок норм податкового законодавства та законодавства про соціальне страхування. 
 Висновки. Монополія будь-яких правових ідей і концепцій стає небажаною, якщо не може більше застосовуватися без кардинальних змін і не забезпечує ролі права у вирішенні практичних проблем та у визначенні напрямків подальшого правового розвитку. Без оновлення парадигми галузі трудового права, яка б визнавалась переважною більшістю науковців і, відповідно, отримала б статус доктринальної, неможливо завершити процес нової кодифікації трудового законодавства.
 Поетапне прийняття нового Трудового кодексу, до структури якого входитиме Книга І «Індивідуальне трудове право» та Книга ІІ «Колективне трудове право», є найоптимальнішим способом кодифікації.

Desencuentros y conflictos entre actores colectivos en la industria paraguaya

<p>El sector industrial paraguayo ha experimentado un importante dinamismo en la última década, crecimiento que en gran medida se debe al aumento de inversión extranjera directa y a la instalación de plantas de maquila, ya sea con capital nacional o transnacional. Estos nuevos actores empresariales han introducido un mayor nivel tecnológico y nuevas estrategias empresariales, incidiendo además en la gestión de la relación capital/trabajo. Ante este panorama, este texto discute el desarrollo de las relaciones laborales entre actores colectivos del sector industrial y los cambios en el diálogo social registrado a nivel país. Para tal fin, se recurre a entrevistas realizadas con representantes de gremios empresariales, de centrales sindicales y de autoridades gubernamentales, identificando las prácticas relacionadas con la resolución de conflictos y prestando especial atención al accionar del Estado en su rol de mediador. Se argumenta que cuando el Estado prioriza la atracción de capital extranjero al país, en detrimento de su rol de mediador y árbitro imparcial entre empleadores y trabajadores, el sistema de relaciones laborales resultante queda sumido en un conflicto de baja intensidad que es arrastrado de manera endémica. Esto, con el tiempo, termina jugando en contra del objetivo que todos los actores laborales pregonan: el desarrollo económico y social del Paraguay.</p>

Креативное управление кадрами регионального АПК в условиях макроэкономической нестабильности

Abstract. The purpose of the study is to analyze and evaluate creative innovative technologies for personnel management of agricultural enterprises in the context of macroeconomic instability and uncertainty. The object of the study. The development of innovative technologies is an important condition for the formation of creative management of the personnel of enterprises. In the context of the transition to a new technological structure and the modern scientific and industrial revolution, fundamentally new technologies for human resource management arise and develop. Modern society is a society of a new type, a “risk society” (W. Beck). Therefore, creative management includes not only innovative approaches to solving the problems of personnel policy, but also new technologies for working with risks. In the context of growing macroeconomic instability and uncertainty, creative personnel management is a risk-oriented practice of recruiting, placing and organizing the work of specialists, developing their professional qualities. Methods. The study used the methods of structural-functional, program-target and comparative analysis. The subject of the research is new technologies of risk-oriented creative personnel management of agricultural enterprises. The object of the research is the personnel management system as an integral element of the system of social and labor relations. Results. The main factors of macroeconomic instability and uncertainty are identified. A detailed classification of existing personnel risks is given. The features are revealed and the practice of new technologies of personnel management is analyzed (blockchain, crowdstaffing, crowdfunding, crowdsourcing, etc.). The difficulties of adapting creative technologies of personnel management to modern conditions are shown. The thesis about the expediency of developing the practice of labor self-government at modern enterprises is argued. Scientific novelty. The author's interpretation of the essence of creative personnel management is formulated and reasoned, and its difference from innovative management is revealed. Shown is the most important manifestation of the creativity of personnel management associated with the management of personnel risks in the context of macroeconomic instability.

Twenty Years of the Remedy of Reinstatement in the Law of Unfair Dismissal in South Africa: Some Preliminary, Jurisprudential and Sundry Issues

Reinstatement as a remedy for unfair dismissal was known to and applied by the Industrial Court of the bygone labour relations regime of 1956. It was, however, the Labour Relations Act 66 of 1995 (LRA) that entrenched this remedy in the modern South African labour relations system designed essentially to do justice between the employer and the employee and, fundamentally, to achieve industrial justice. After two decades of the operation of the adjudicative institutions established by the 1995 Act, it is time to evaluate the ways in which the labour arbitrators, the Labour Courts and the Labour Appeal Court, have interpreted and applied the provisions of the LRA relating to reinstatement. This evaluation exercise also extends to the immense contributions of the Supreme Court of Appeal and the Constitutional Court to the jurisprudence surrounding reinstatement as an unfair dismissal remedy in contemporary South African labour law. This article starts by defining reinstatement, distinguishing the remedy of re-employment and, further, the Constitutional Court’s judicial activist innovation to the labour relations lexicon—‘instatement’. Then it settles down to tackle issues that are preliminary and jurisprudential in nature—issues that were probably not contemplated by the enabling legislation, but which have arisen in adjudication. These include resignation and its effect on reinstatement, automatic reinstatement in the form of a declaration, and whether a court is able to order either ‘interim reinstatement’ or ‘semi-urgent interim relief’. The latter part of this article examines those non-statutory obstacles to accessing the remedy of reinstatement. These include the employer’s non-compliance with the order of reinstatement, as was the issue in the protracted litigation concerning Myers v National Commissioner of the SAPS ((2013) 34 ILJ 1729 (SCA); Myers v National Commissioner of the SAPS [2014] 5 BLLR 461 (LC); Myers v National Commissioner of the SAPS [2015] ZALCCT 68); whether the Prescription Act applies to claims for reinstatement; and such sundry issues as whether arrear wages could be recovered as a judgment debt. Finally, we consider whether an employee nearing the retirement age who is unfairly dismissed is entitled to reinstatement.

Finding New Ways of “Doing” Socio-Legal Labor Law History in Germany and the UK: Introducing a “Minor Comparativism”

AbstractLabor law scholars have been receptive to socio legal methods, going beyond doctrinal legal sources and looking to other disciplines including industrial relations, sociology, and history. This Article revisits the development of socio legal labor law scholarship in Germany and the UK in order to understand the different approaches within the context of two different legal and academic cultures, and considers how a comparison can provide new insights at a time when the discipline is in a state of flux. In particular, this Article focuses on how history can provide an entrée into different ways of comparing labor law and labor relations systems. It seeks to start a methodological debate on “how to do” labor law history within the context of the discipline’s socio legal origins. In a final section, it uses insights from history and comparative law in order to develop a new methodology—a “minor comparativism”—which unearths the processes and influences underpinning the historical development of labor law which have hitherto escaped the legal record. Such an approach enables scholars to reassess traditional narratives—a worthwhile endeavor at a time when the future role of labor law in regulating work is under scrutiny.

Strategic guidelines for the development of management of sports organizations in Ukraine

The subject of the research is the theoretical, methodological and practical basis for the formation of the content and functions of sports management, achieving efficiency and strategic guidelines for its development in the future. The purpose of the work is to determine the content, functions, technologies and effectiveness of management in the field of physical culture and sports and to analyze the existing directions of foreign management in order to justify the strategic guidelines for the development of sports management in Ukraine. The methodological basis of the article is both general scientific and special methods of scientific knowledge. Methods were used: historical, dialectical, monographic, system-structural analysis and synthesis of economic comparisons, expert assessments, graphic. Result of work. The article identifies sports management as the management of sports organizations. Its features, main functions and their content are revealed. Strategic guidelines for the management of sports organizations for the future are defined, taking into account the experience of foreign countries. They are aimed at ensuring mass availability of physical culture and sports, affordability of their services, introduction of innovations in the process of providing and implementing management, and development of related activities. Scope of the results. The conclusions and results of the article can be used in the scientific and educational process of economic faculties, faculties of physical culture and sports of higher education institutions; in the management and activities of institutions and organizations of physical culture and sports. Conclusions. Physical culture and sports are much more than events with sports records, victories and medals, which retain their appeal for many. Sport is presented as a joy that brings physical activity to millions of people with a huge number of volunteers and qualified personnel. After all, the main principle of "sport for all" and its management is to ensure access to sports and physical exercise for all social strata and groups of the population, regardless of their racial, ethnic and cultural affiliation, their place in the system of industrial and labor relations, social status and income, and property and social status in General.

An Extended Systems Approach to Change in Labor Relations during the Emergence of a New Economy

The emergence of a new pattern labor relations in a time of globalization and digitalization of an economy is a difficult and uncertain phenomenon, and therefore many researchers have expressed serious concern about the fate of labor and labor relations. This article explores how the forming of a network economy influences labor relations. It identifies the organizational foundations and principles of labor relations in the emerging new economy in Russia. It reviews the influence of cultural values on how networked labor relations are formed. The paper uses a multidisciplinary approach to the study of labor relations based on systems theories. The article promotes a new technique for understanding labor relations in an organization based on an extended systems approach, which provides an opportunity to assess the organizational principles of the system of labor relations, to build it in such a way that its different parts interact, respond to changes and send feedback signals, affecting the operation of the system. The paper discusses ways to solve problems in the field of social and labor relations on both organizational and theoretical levels.

Trade unions in CEE and SEE

This article focuses on trade unions as important stakeholders in the system of labour relations in the countries of Central East and Southeast Europe, namely Poland, Czech Republic, Slovakia, Hungary, Bulgaria, Croatia, Serbia, the Former Yugoslav Republic of Macedonia – now North Macedonia, Albania and Kosovo.Our hypothesis is that the development of trade unions in these regions, with their traditional company-centred organisation (syndicalism), is embedded in a discrete Central Eastern and South Eastern European type of neo-liberal economy. The cleavage of the EU in the East and West goes far beyond labour relations and the development of trade unions and determines other societal fields as well.This empirical evidence comes from a multi-level evaluation of a prolonged consultancy project (1998–2013) involving German, Dutch, European and global trade unions and political foundations and aimed at modernising selected trade unions in the CEE and SEE countries. Beyond the necessary analysis of documents, 92 expert interviews with trade unionists, representatives of employers’ associations and politicians were carried out between 2009 and 2013. The results were presented and discussed in five regional conferences involving different country groupings; these discussions influenced the final results by way of a reflexive process.In summary, because of the faltering process of modernising trade unions in these regions, the trade unions are endangered and may sink into insignificance.

SOCIALLY RESPONSIBLE PARTNERSHIP AS AN INNOVATIVE PLATFORM FOR EMPLOYMENT DEVELOPMENT IN THE CONTEXT OF GLOBAL DIGITAL TRANSFORMATION

Approaches to the modernization of the labour relations system of Ukraine are substantiated in the context of the main trends and problems in the field of employment that arise and worsen under the influence of digital transformations of the economy, which are based on the use of innovative mechanisms and qualitative changes in the system of social dialogue. Its platform is a socially responsible partnership that combines the principles and mechanisms of social dialogue, public-private partnership with the principles and mechanisms of social responsibility. The general direction of the transformation in labour relations is subject to the provision of sustainable and balanced socio-economic development, taking into account the opportunities that arise due to the latest digital technologies. The key features of a socially responsible partnership are defined as an innovative system of interaction between subjects of the labour and employment sector development.