Producción Científica ; Collective bargaining between a trade union and a firm is analyzed within the framework of a monopoly union model as a dynamic Stackelberg game. Adjustment costs for the firm are comprised of the standard symmetric convex costs plus a wage-dependent element. Indeed, hiring costs can turn into benefits assuming wage discrimination against new entrants. The union also bears increasing marginal costs in the number of layoff workers and decreasing marginal benefits in the number of new entrants. Starting from a baseline scenario with instantaneous adjustment, we characterize the conditions under which the adjustment costs for the firm, or for the union, lead to higher employment and lower wages or vice versa. More generally, these adjustment costs, when they affect both the union and the firm, are generally detrimental to employment. However, the standard symmetric element of the adjustment costs for the firm positively affects employment, even with lower wages. Finally, if hiring and firing costs are defined separately, then hiring and firing could take place simultaneously if the wage discrimination towards new entrants is strong, because the firm would agree to pay the costs of firing incumbent employees, in order to enjoy wage savings from new entrants. ; Spanish Government (projects ECO2014-52343-P and ECO2017-82227-P). Junta de Castilla y León VA024P17, co-financed by FEDER funds
Our research seeks to determine the impact on female labor outcomes of the amendment on the Colombian labor law in which maternity leave was extended from 12 to 14 weeks (through Law 1468 of July 2011). To identify this impact we compare labor market outc
Mobbing is a public health problem worldwide. Colombia has made significant progress in legislative matters. Recently, the Ministry of Labour and Social Security legislated on the conformation of the Committees on Labor Coexistence through Resolution 652 of 2012. Methodology: We evaluated the 652 Decree of 2012, from the theoretical perspective and the selection procedures and training, its scope and the management of complaints of mobbing in public and private companies. Reflection: The evaluated Decree has significant gaps regarding the profile of the labor coexistence committee members, training of members in mobbing, also in the theoretical conception of workplace mobbing, is limited to the labor dispute mediation and leaves out several forms of hiring. Conclusions: There is no doubt that Decree 652 of 2012 represents a highly significant advance in legislation in the field of psychosocial risk and especially of mobbing in Colombia. However, far from perfect, legislation should determine the mechanisms of selection before the election of its members, providing deep and extensive training in the subject of mobbing from various theoretical positions, as well as various preventive and corrective actions the committee may be performed at different stages of development of the situation of bullying in primary, secondary and tertiary prevention. ; El acoso laboral constituye una problemática de salud pública a nivel mundial. Frente a ella, Colombia ha dado avances significativos en materia legislativa. Recientemente, el Ministerio de Trabajo y Seguridad Social legisló sobre la conformación de los Comités de Convivencia Laboral a través de la Resolución 652 de 2012. Metodología: Se evaluó la Resolución 652 de 2012 sobre desde su perspectiva teórica y sobre los procedimientos de selección y capacitación, su alcance y el trámite de las quejas de acoso laboral en las empresas públicas y privadas. Reflexión: La norma evaluada cuenta con vacíos importantes respecto al perfil de los miembros del comité de convivencia laboral, la capacitación de los miembros en acoso laboral, la concepción teórica del acoso laboral, se limita a la mediación del conflicto laboral y deja por fuera varias formas de contratación laboral. Conclusiones: No cabe duda de que la Resolución 652 de 2012 representa un avance altamente significativo en materia de legislación en el campo del riesgo psicosocial y en especial del acoso laboral en Colombia. No obstante, lejos de ser perfecta, la legislación debe determinar los mecanismos de selección previos a la elección de sus miembros, brindar capacitación profunda y amplia en el tema del acoso laboral desde diversas posturas teóricas, así como en las diversas acciones preventivas y correctivas que dicho comité puede llevar a cabo en los diferentes momentos del desarrollo de la situación de acoso en los niveles de prevención primaria, secundaria y terciaria.
The M. H. Ross Papers contain information pertaining to labor, politics, social issues of the twentieth century, coal mining and its resulting lifestyle, as well as photographs and audio materials. The collection is made up of five different accessions; L2001-05, which is contained in boxes one through 104, L2002-09 in boxes 106 through 120, L2006-16 in boxes 105 and 120, L2001-01 in boxes 120-121, and L2012-20 in boxes 122-125. The campaign materials consist of items from the 1940 and 1948 political campaigns in which Ross participated. These items include campaign cards, posters, speech transcripts, news clippings, rally materials, letters to voters, and fliers. Organizing and arbitration materials covers labor organizing events from "Operation Dixie" in Georgia, the furniture workers in North Carolina, and the Mine-Mill workers in the Western United States. Organizing materials include fliers, correspondence, news articles, radio transcripts, and some related photos. Arbitration files consist of agreements, decisions, and agreement booklets. The social and political research files cover a wide time period (1930's to the late 1970's/early 1980's). The topics include mainly the Ku Klux Klan, racism, Communism, Red Scare, red baiting, United States history, and literature. These files consist mostly of news and journal articles. Ross interacted with coal miners while doing work for the United Mine Workers Association (UMWA) and while working at the Fairmont Clinic in West Virginia. Included in these related files are books, news articles, journals, UMWA reports, and coal miner oral histories conducted by Ross. Tying in to all of the activities Ross participated in during his life were his research and manuscript files. He wrote numerous newspaper and journal articles on history and labor. Later, as he worked for the UMWA and at the Fairmont Clinic, he wrote more in-depth articles about coal miners, their lifestyle, and medical problems they faced (while the Southern Labor Archives has many of Ross's coal mining and lifestyle articles, it does not have any of his medical articles). Along with these articles are the research files Ross collected to write them, which consist of notes, books, and newspaper and journal articles. In additional to his professional career, Ross was adamant about documenting his and his wife's family history in the oral history format. Of particular interest are the recordings of his interviews with his wife's family - they were workers, musicians, and singers of labor and folk songs. Finally, in this collection are a number of photographs and slides, which include images of organizing, coal mining (from the late 19th through 20th centuries), and Appalachia. Of note is a small photo album from the 1930s which contains images from the Summer School for Workers, and more labor organizing. A few audio items are available as well, such as Ross political speeches and an oral history in which Ross was interviewed by his daughter, Jane Ross Davis in 1986. All photographic and audio-visual materials are at the end of their respective series. ; Myron Howard "Mike" Ross was born November 9, 1919 in New York City. He dropped out of school when he was seventeen and moved to Texas, where he worked on a farm. From 1936 until 1939, Ross worked in a bakery in North Carolina. In the summer of 1938, he attended the Southern School for Workers in Asheville, North Carolina. During the fall of 1938, Ross would attend the first Southern Conference on Human Welfare in Birmingham, Alabama. He would attend this conference again in 1940 in Chattanooga, Tennessee. From 1939 to 1940, Ross worked for the United Mine Workers Non-Partisan League in North Carolina, working under John L. Lewis. He was hired as a union organizer by the United Mine Workers of America, and sent to Saltville, Virginia and Rockwood, Tennessee. In 1940, Ross ran for a seat on city council on the People's Platform in Charlotte, North Carolina. During this time, he also married Anne "Buddie" West of Kennesaw, Georgia. From 1941 until 1945, Ross served as an infantryman for the United States Army. He sustained injuries near the Battle of the Bulge in the winter of 1944. From 1945 until 1949, Ross worked for the International Union of Mine, Mill and Smelter Workers, then part of the Congress of Industrial Organizations (CIO), as a union organizer. He was sent to Macon, Georgia, Savannah, Georgia and to Winston-Salem, North Carolina, where he worked with the United Furniture Workers Union. He began handling arbitration for the unions. In 1948, Ross ran for United States Congress on the Progressive Party ticket in North Carolina. He also served as the secretary for the North Carolina Progressive Party. Ross attended the University of North Carolina law school from 1949 to 1952. He graduated with honors but was denied the bar on the grounds of "character." From 1952 until 1955, he worked for the Mine, Mill and Smelter Workers as a union organizer, first in New Mexico (potash mines) and then in Arizona (copper mines). From 1955 to 1957, Ross attended the Columbia University School of Public Health. He worked for the United Mine Workers of America Welfare and Retirement Fund from 1957 to 1958, where he represented the union in expenditure of health care for mining workers. By 1958, Ross began plans for what would become the Fairmont Clinic, a prepaid group practice in Fairmont, West Virginia, which had the mission of providing high quality medical care for miners and their families. From 1958 until 1978, Ross served as administrator of the Fairmont Clinic. As a result of this work, Ross began researching coal mining, especially coal mining lifestyle, heritage and history of coal mining and disasters. He would interview over one hundred miners (coal miners). Eventually, Ross began writing a manuscript about the history of coal mining. Working for the Rural Practice Program of the University of North Carolina from 1980 until 1987, Ross taught in the medical school. M. H. Ross died on January 31, 1987 in Chapel Hill, North Carolina. ; Digitization of the M. H. Ross Papers was funded by the National Historical Publications and Records Commission.
Venezuelan civil process is oriented according to a group of principles contained in the adjective legal code: the dispositive principle, the principle of celerity, the principle of processal truth; legality, congruence and presentation; the direction and impulse of the process; equality; probity; publicity; the written system and sole citation. Not withstanding its dependence on civil process, laborprocess is a legal institute with its own elements that distinguish it partially from the civil process. In addition to the general principles that guide the civil process, the labor process has specific postulates that govern its ambit: participation of the judge in the process and the official expedition of a court action; conciliation; contiguity; application of the most favorable norm; in dubio pro operio; gratuitousness; celerity; simplicity and orality. The Civil Procedure Code of 1987 introduced changes that affect the labor process due to its supplementary application to labor trials by order of the adjective labor law, thereby suggesting the need for a revision of the Organic Law of Tribunals and of Labor Procedure of 1959 and the elaboration of new legislation for the labor process. ; El proceso civil Venezolano se orienta por un conjunto de principios contenidos en el ordenamiento adjetivo, principio dispositivo; principio de celeridad; principio de verdad procesal; legalidad, congruencia y presentación; dirección e impulso del proceso; igualdad; probidad, publicidad; sistema escrito y citación única. El proceso laboral no obstante su dependencia del proceso civil, es un instituto jurídico con elementos propios que lo diferencian parcialmente del proceso civil. De allí que, además de los principios generales que informan el proceso civil, rigen en el ámbito del proceso laboral postulados que le son propios: participación del juez en el proceso e impulso procesal de oficio; conciliación; inmediación; aplicación de la norma más favorable; in dubio pro operario; gratuidad; celeridad; sencillez y oralidad. El Código de Procedimiento Civil de 1987 Introdujo cambios que inciden en el proceso laboral en virtud de la aplicación supletorio de aquél a los juicios de trabajo por mandato de la ley adjetiva laboral, planteando la necesidad de la revisión de la Ley Orgánica de Tribunales y de Procedimiento del Trabajo de 1959 y la elaboración de una nueva legislación procesal laboral.
[spa] Esta tesis analiza la distinción entre labor y producción trazada por Hannah Arendt. En The Human Condition, Arendt diferenció entre labor, producción y acción. Ésta última, la actividad humana por excelencia en el pensamiento arendtiano, es la que ha suscitado más atención posterior. Y, sin embargo, si Arendt conformó la tríada que es la vita activa, si distinguió entre labor y producción, fue porque retenía algo profundamente significativo. Labor y producción no son sólo el marco que delimita la acción; muy al contrario, esclarecen la totalidad de su pensamiento. La primera parte examina la evolución de la distinción entre labor y producción en el pensamiento de Arendt a lo largo de la década de 1950. La segunda parte analiza cómo la aparición de la distinción responde directamente a su estudio de Marx y sus elementos totalitarios. Además de en el surgimiento de la propia distinción, Marx influyó de manera decisiva en la evaluación crítica de la tradición por parte de Arendt, así como en su particular acercamiento a lo político. La tercera y última parte propone una comprensión de la distinción de labor y producción en tanto que experiencias, no cómo conceptos cerrados. De hecho, las tres actividades se articulan en una relación dinámica y adquieren su pleno significado en un complejo entramado de iluminaciones recíprocas. En última instancia, labor y producción forman parte del intento de Arendt de pensar el mundo tras el totalitarismo. ; [eng] This thesis immerses into the distinction between labor and work drawn by Hannah Arendt. In "The Human Condition", Arendt differentiated between labor, work, and action. The latter, human activity par excellence in arendtian thought, is the one that has garnered more attention. And yet, if Arendt distinguished between labor and work, it was because there was something rooted, something deeply significant. Labor and work are not only the framework bounding action. On the contrary, they intensely illuminate the whole arendtian thought, especially with respect to two of its central elements: her understanding of Modernity and her constitution of a political thought of her own, away from Western tradition. The first part examines the evolution of the distinction between labor and work in Arendt's thinking throughout the 1950s. The second part analyzes how the appearance of the distinction cannot be explained without taking into account her study of Marx and his totalitarian elements. In addition to the distinction itself, Marx influenced her critical assessment of tradition and her particular approach to politics. Finally, the third part proposes an understanding of the distinction between labor and work as experiences. Also, the three activities are articulated in a dynamic relationship and acquire their full meaning in a complex network of reciprocal illuminations. Ultimately, labor and production are part of Arendt's attempt to think of the world after totalitarianism.
Many tasks are performed in hot environments, creating an influence on the body cooling system and thus, comfort and the very conditions of a safe environment. Various investigations dealing with the subject have focused from the analysis of the surrounding environment to the analysis of energy expenditure at the cellular level; however, it cannot be put aside the influence of climate change, geographic characteristics and labor microclimates, among other aspects, which have involved the emergence of new causes of mortality and morbidity in the workplace. Objective: This reflection is developed in order to highlight the influence that must have the analysis on a risk associated with heat shock, which should be involved in an overall risk assessment risk and improving the perceived temperatures in a work environment. Conclusion: Heat waves, high temperatures recorded in recent years and deaths from dehydration in Colombia, are voices warning that should extend to the workplace as a phenomenon of increased risk. So the question: Priority is given to prevention measures both government and business? ; Muchas labores son desarrolladas en ambientes calurosos, generando una influencia en el sistema de refrigeración corporal y con ello, el confort y las condiciones propias de un ambiente seguro. Diversas investigaciones que tratan el tema se han enfocado desde el análisis de los ambientes circundantes hasta el análisis del gasto energético a nivel celular; sin embargo, no se puede dejar de lado, la influencia de los cambios climáticos, características geográficas y microclimas laborales, entre otros aspectos, que han implicado la aparición de nuevas causas de mortalidad y morbilidad en el mundo laboral. Objetivo: Esta reflexión se desarrolla con el objeto de destacar la influencia que debe tener el análisis sobre un riesgo asociado a golpes de calor, el cual debe involucrarse en una valoración general de riesgos y el mejoramiento de las temperaturas percibidas en un ambiente laboral. Conclusión: Las oleadas de calor, las altas temperaturas registradas en los últimos años y las muertes por deshidratación en Colombia son voces de alerta que deben extenderse al ámbito laboral como un fenómeno de creciente riesgo. Cabe entonces preguntarse: ¿Se priorizan medidas de prevención tanto a nivel gubernamental como empresarial?
