The employment relationship is the legal link between employers and employees. It exists when a person performs work or services under certain conditions in return for remuneration. Show
It is through the employment relationship, however defined, that reciprocal rights and obligations are created between the employee and the employer. It has been, and continues to be, the main vehicle through which workers gain access to the rights and benefits associated with employment in the areas of labour law and social security. The existence of an employment relationship is the condition that determines the application of the labour and social security law provisions addressed to employees. It is the key point of reference for determining the nature and extent of employers' rights and obligations towards their workers. The issue has become more and more important because of the increasingly widespread phenomenon of dependent workers who lack protection because of one or a combination of the following factors:
This is why points such as the following need to be addressed:
To address these issues, a general discussion took place on the scope of the employment relationship in 2003 and in 2006 the International Labour Conference adopted the Recommendation (No. 198) concerning the Employment Relationship. This Recommendation covers:
Conference Reports: Report V - ILC 91st Session, 2003 - The Employment Relationship Provisional Record No. 21, ILC 91st Session, 2003 - The Employment Relationship Report V (1) - ILC 95th Session, 2006 - The Employment Relationship Provisional Record No. 21, ILC 95th Session, 2006 - The Employment Relationship In preparation for these discussions at the ILC, the Office undertook a number of national studies that demonstrate that many workers suffer from a lack of protection arising from disguised or ambiguous employment relationships, relationships that fall outside the scope of legislation, are under-regulated, or are ignored by enforcement bodies. Country studies: Argentina (Español); Australia; Brazil (Portugués) ; Bulgaria; Cameroon (Français); Chile (Español); Costa Rica (Español); Czech Republic; El Salvador (Español); Finland; France (Français); Germany; India; Italy; Ireland; Jamaica; Japan; Korea; Morocco (Français); Mexico (Español); Pakistan; Panama (Español); Peru (Español); Philippines; Poland; Russian Federation; South Africa; South Africa (update); Slovenia; Sri Lanka; Thailand; Trinidad and Tobago; United Kingdom; Uruguay (Español); United States; Venezuela (Español). The ILO, furthermore, assists constituents in developing national policies and setting up monitoring and implementation mechanisms. It also promotes good practices at the national and international levels concerning the determination and use of employment relationships. focusNode Didn't know it? Knew it? Embed Code - If you would like this activity on your web page, copy the script below and paste it into
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Which of the following statements is true regarding the field of organizational behavior?Which of these statements is true about the field of organizational behavior? It examines how individuals and teams in organizations relate to one another and to their counterparts in other organizations.
Which dimension has the most consistent relationship with individual job performance in a traditional organization?Broad Dimensions of Personality
Regarding the Big Five, the factor most strongly associated with job performance is conscientiousness.
Which type of employee behaviors have the potential to indirectly or directly harm the organization?CWBs are voluntary behaviours that have the potential to directly or indirectly harm the organisation. They include abuse of others (e.g. insults and nasty comments), threats (threatening harm), work avoidance (e.g. tardiness), work sabotage (doing work incorrectly) and overt acts (theft).
What is the knowledge skills abilities creativity and other valued resources employees bring to the organization?Intellectual capital is the value of a company's employee knowledge, skills, business training, or any proprietary information that may provide the company with a competitive advantage.
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