Suchergebnisse

Transfer of Undertaking Protection of Employment Based on Constitutional Court Decision Number 27/PUU-IX/2011, there are two models that must be fulfilled in outsourcing agreement, that is First, by requiring for agreement between worker and company conducting work outsourcing does not take the form of a certain time labor agreement (PKWT), but is in the form of an indefinite time agreement (PKWTT). The consequences of termination of contract for the Employment Service Provider who laid off his employees for the law, the employer shall be entitled to grant the right to his employees in accordance with the Manpower Act, Kepmenaker No. Kep. 150/Men/2000 on the Settlement of Termination of Employment and Stipulation of Severance, Money of Work and Indemnification. Then the government also stipulates the Decree of the Minister of Manpower and Transmigration of the Republic of Indonesia no. Kep. 76/Men/2001 on Amendment to several articles of Minister of Manpower Decree no. Kep. 150 / Men / 2000 on the Settlement of Termination of Employment and Stipulation of Severance, Money of Work and Indemnification at the Company.

Anotācija Darbinieku aizsardzība uzņēmuma pārejas gadījumā ir viena no aktuālākajām un sarežģītākajām tēmām nacionālajās, ES un starptautiskajās darba tiesībās. Uzņēmuma pārejas institūts pastiprina darba tiesību galveno mērķi - aizsargāt ekonomiski un personiski atkarīgos darbiniekus no darba devēja prettiesiskas rīcības uzņēmuma īpašnieka vai darba devēja maiņas gadījumā, kā arī veicina darba vietu saglabāšanu iepriekšējā kvalitātē. Darbinieku aizsardzības pamatnostādnes uzņēmuma pārejas gadījumā ir: 1) darba tiesību un pienākumu pāreja no viena uzņēmuma otram; 2) darba devēja prettiesisku uzteikuma aizliegums. Promocijas darbā izvirzītā hipotēze: darbinieku aizsardzības pamatnostādnes uzņēmuma pārejā visefektīvāk ir īstenojamas, pilnveidojot Pārejas direktīvas tvērumu un izveidojot attīstītu un koordinētu koplīgumu sistēmu nacionālā un globālā līmenī. Atslēgas vārdi: Uzņēmuma pāreja pamatnostādnes Pārejas direktīva elastdrošība koplīgums ; Annotation Currently employees' protection in event of transfer of undertakings is one of the most topical and complicated legal issues at national, European Union and International labour law level. Transfer of undertakings maintains the historical main aim of the labour law - to protect economically and personally dependent employees from illegal action of employer in event of change of employer or owner of the company. Transfer of undertakings is a legal instrument which promotes continuity of working places at least on the previous quality. Main pillars of employees' protection in the event of transfer of undertakings are: 1) Transfer of labour rights and duties from one undertaking to another; 2) Prohibition of unfair dismissals linked with transfer of undertakings. Hypothesis of the promotion: the most effective way how to implement the pillars of employees' protection in event of transfer of undertakings is to broaden the scope of the Transfer Directive (2001/23/EC) and to create developed and coordinated system of collective agreements at national, European and global level. Key words: Transfer of undertakings pillars Transfer Directive flexicurity collective agreement

Elektroniskā versija nesatur pielikumus ; Anotācija Darbinieku aizsardzība uzņēmuma pārejas gadījumā ir viena no aktuālākajām un sarežģītākajām tēmām nacionālajās, ES un starptautiskajās darba tiesībās. Uzņēmuma pārejas institūts pastiprina darba tiesību galveno mērķi - aizsargāt ekonomiski un personiski atkarīgos darbiniekus no darba devēja prettiesiskas rīcības uzņēmuma īpašnieka vai darba devēja maiņas gadījumā, kā arī veicina darba vietu saglabāšanu iepriekšējā kvalitātē. Darbinieku aizsardzības pamatnostādnes uzņēmuma pārejas gadījumā ir: 1) darba tiesību un pienākumu pāreja no viena uzņēmuma otram; 2) darba devēja prettiesisku uzteikuma aizliegums. Promocijas darbā izvirzītā hipotēze: darbinieku aizsardzības pamatnostādnes uzņēmuma pārejā visefektīvāk ir īstenojamas, pilnveidojot Pārejas direktīvas tvērumu un izveidojot attīstītu un koordinētu koplīgumu sistēmu nacionālā un globālā līmenī. Atslēgas vārdi: Uzņēmuma pāreja pamatnostādnes Pārejas direktīva elastdrošība koplīgums ; Annotation Currently employees' protection in event of transfer of undertakings is one of the most topical and complicated legal issues at national, European Union and International labour law level. Transfer of undertakings maintains the historical main aim of the labour law - to protect economically and personally dependent employees from illegal action of employer in event of change of employer or owner of the company. Transfer of undertakings is a legal instrument which promotes continuity of working places at least on the previous quality. Main pillars of employees' protection in the event of transfer of undertakings are: 1) Transfer of labour rights and duties from one undertaking to another; 2) Prohibition of unfair dismissals linked with transfer of undertakings. Hypothesis of the promotion: the most effective way how to implement the pillars of employees' protection in event of transfer of undertakings is to broaden the scope of the Transfer Directive (2001/23/EC) and to create developed and coordinated system of collective agreements at national, European and global level. Key words: Transfer of undertakings pillars Transfer Directive flexicurity collective agreement

This research is aimed identifying the advantages of the regulation of TUPE principles, as well as inhibiting factors for outsourcing companies to apply the TUPE principles after the Decision of the Constitutional Court Number 27/PUU-IX/ 2011. The research was conducted by using normative-empirical method. The data of the research consisted of primary data and secondary data. All of the collected data were analyzed using qualitative method. The results of this research were presented in a descriptive analysis report. The results of the research indicated he advantages that could be obtained by workers in relation with regulation of the TUPE principles included protection of wages, welfare and working requirements, protection of workers when the company was taken over, protection of workers when there is a change of outsourcing company and regulation of the right to file a lawsuit to the industrial relations court. The inhibiting factors in the application of the TUPE principles in the outsourcing companies after the Decision of Constitutional Court were the lack of socialization and supervision of the government, various legal loopholes of discrepancies between the implementing regulation and the Decision of Constitutional Court, uncertainty severance regulation, assumptions that TUPE was a new burden which may disadvantage employers, and the lack of understanding of the workers related to their rights.

Provisions relating to employment rights on the transfer of an undertaking are contained in Council Directive 2001/23/EC which is to be an invaluable instrument for the protection of workers in the event of the reorganization of an undertaking, ensuring peaceful and consensual restructuring. This act includes two main aspects – the conception of transfer of undertaking and workers' rights under it. However, during the transfer not only the transferor and the transferee but also the employees as a part of an undertaking have the interest in the outcome of the action. Therefore, master thesis comprises of four parts mainly dealing with the understanding of employees' guarantees, the regulation of transfer, criterions and factors, determining the fact of transfer in European Union and Lithuania, workers' individual expectations (e. g. protection against dismissal – the transfer of the undertaking, business or part of the undertaking or business can not in itself constitute grounds for dismissal by the transferor or the transferee, guaranteeing automatic transfer of the employment relationship etc.), collective privileges (obligation on the transferee to respect the terms of pre-existing agreement at least for one year, information and consultation of the representatives of the employees affected by the transfer, etc.). The Fourth part of the Thesis is important for practitioners. It concerns practical aspects of transferring of labour agreements and analyzes the provisions of Labour code. Also, it has been touched the practice of European Court of Justice, Poland's view in some questions and the controversial "outsourcing".

Provisions relating to employment rights on the transfer of an undertaking are contained in Council Directive 2001/23/EC which is to be an invaluable instrument for the protection of workers in the event of the reorganization of an undertaking, ensuring peaceful and consensual restructuring. This act includes two main aspects – the conception of transfer of undertaking and workers' rights under it. However, during the transfer not only the transferor and the transferee but also the employees as a part of an undertaking have the interest in the outcome of the action. Therefore, master thesis comprises of four parts mainly dealing with the understanding of employees' guarantees, the regulation of transfer, criterions and factors, determining the fact of transfer in European Union and Lithuania, workers' individual expectations (e. g. protection against dismissal – the transfer of the undertaking, business or part of the undertaking or business can not in itself constitute grounds for dismissal by the transferor or the transferee, guaranteeing automatic transfer of the employment relationship etc.), collective privileges (obligation on the transferee to respect the terms of pre-existing agreement at least for one year, information and consultation of the representatives of the employees affected by the transfer, etc.). The Fourth part of the Thesis is important for practitioners. It concerns practical aspects of transferring of labour agreements and analyzes the provisions of Labour code. Also, it has been touched the practice of European Court of Justice, Poland's view in some questions and the controversial "outsourcing".

The commented ruling of the High Social Court analyzes the legal-labour pro­blems derived from the sale of companies in a situation of insolvency. The central premise is that the Spanish legislator has opted for the application of guarantees of transfer of undertaking in cases of business insolvency. On that basis, the extension of the effects of the decision issued by the comercial judge is rejected and joint and several liability derived from contracts that have already been terminated is applied. The study is carried out through the existing legal provision of the text of the Bankruptcy Law 22/2003, of 9 July. ; La sentencia del Tribunal Supremo comentada analiza la problemática jurídico-laboral derivada de las operaciones de venta de empresas en situación de concur­so. La premisa central es que el legislador español ha optado por la aplicación de las garantías de la sucesión de empresa en supuestos de insolvencia empresarial. A partir de ello, se rechaza la extensión de los efectos de la resolución que dicta el juez mercantil y se aplica la responsabilidad solidaria derivada de contratos ya extinguidos. El análisis se realiza a través de las disposiciones legales de la Ley Concursal 22/2003, de 9 de julio.