Labour Law as Human Rights Law: A Critique of the Use of ‘Dignity’ by Freedland and Kountouris

In their recent book, The Legal Construction of Personal Work Relations, Mark Freedland and Nicola Kountouris present an ambitious study of the personal scope of (what they would not want to call) ‘employment’ law. The book does this within a broader argument that calls for the reconceptualization of labour law as a whole, and it is this broader argument on which I shall focus in this chapter. Their aim, in urging us to see labour law through the lens of ‘dignity’ is to bring labour law and human rights law into closer alignment than has sometimes been the case in the past. Increasingly, dignity is seen as providing a, sometimes the, foundation of human rights law, particularly in Europe. I shall suggest that whilst the aim of constructing a new set of foundations for labour law is a worthy and increasingly urgent task, the concepts on which Freedland and Kountouris seek to build their project pose significant difficulties. In particular, their espousal of ‘dignity’ presents problems that must be addressed if their reconceptualization is not to prove a blind alley.

INFO2009 Employment Legislation Overview

Summary of key areas of employment legislation

Questions and answers on the Public employees' fair employment act, 1967 /

Public employees' fair employment law, Article 14 of civil service law, Chapter 392 of the Laws of 1967 : p. 21-32.

Experimental Evidence that Retaliation Claims Are Unlike Other Employment Discrimination Claims

The type of discrimination claim that strikes fear in the hearts of all employers is the dreaded retaliation claim. While employers contend, and plaintiffs admit, that retaliation is different from other discrimination complaints, employee advocates have put forth legislation that would equalize retaliation with the other types of discrimination. This bill, Protecting Older Workers against Discrimination Act (POWADA), would expand the so-called mixed-motive jury instruction to age, and disability, as well as retaliation. Moreover, it would allow plaintiffs, not judges, to decide which types of instruction the jury would receive. In this article, the authors argue that retaliation claims should not receive the same treatment as other discrimination claims (including age and disability), because it’s easy for juries to believe that retaliation is a factor, regardless of other facts. Once a fact-finding jury checks the box to indicate that an employer’s motive might include retaliation, the employer will likely have to pay fees and costs, at minimum, regardless of the claim’s final resolution.

Unravelling the muddles of summary dismissal under contracts of employment

This article seeks to address some fundamental errors in the application of contract law to disputes involving the summary dismissal of employees. The pre-existing law which arose out of the master servant era was not absorbed by the contract paradigm. Instead, remnants of the law remained and is still applied today. The decision of Melbourne Stadiums Ltd v Sautner (2015) 229 FCR 221 demonstrates this where the court relied upon concepts arising out of that time to justify the employer's decision to summarily dismiss an employee. The article also considers some more practical matters if the law was to be modernised to accord more strictly with contract principles. It may not necessarily lead to different outcomes, but it will lead to a more cohesive set of principles and avoid the often jumbled terminology used in employment law disputes.

A Phenomenological Exploration of Black Male Law Enforcement Officers' Perspectives of Racial Profiling and Their Law Enforcement Career Exploration and Commitment

This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201). Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black. The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals. Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions. Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).

Economic theory informing approaches to phoenix activity in small business: A neo-Schumpeterian analysis

The adequacy and efficiency of existing legal and regulatory frameworks dealing with corporate phoenix activity have been repeatedly called into question over the past two decades through various reviews, inquiries, targeted regulatory operations and the implementation of piecemeal legislative reform. Despite these efforts, phoenix activity does not appear to have abated. While there is no law in Australia that declares ‘phoenix activity’ to be illegal, the behaviour that tends to manifest in phoenix activity can be capable of transgressing a vast array of law, including for example, corporate law, tax law, and employment law. This paper explores the notion that the persistence of phoenix activity despite the sheer extent of this law suggests that the law is not acting as powerfully as it might as a deterrent. Economic theories of entrepreneurship and innovation can to some extent explain why this is the case and also offer a sound basis for the evaluation and reconsideration of the existing law. The challenges facing key regulators are significant. Phoenix activity is not limited to particular corporate demographic: it occurs in SMEs, large companies and in corporate groups. The range of behaviour that can amount to phoenix activity is so broad, that not all phoenix activity is illegal. This paper will consider regulatory approaches to these challenges via analysis of approaches to detection and enforcement of the underlying law capturing illegal phoenix activity. Remedying the mischief of phoenix activity is of practical importance. The benefits include continued confidence in our economy, law that inspires best practice among directors, and law that is articulated in a manner such that penalties act as a sufficient deterrent and the regulatory system is able to detect offenders and bring them to account. Any further reforms must accommodate and tolerate legal phoenix activity, at least to some extent. Even then, phoenix activity pushes tolerance of repeated entrepreneurial failure to its absolute limit. The more limited liability is misused and abused, the stronger the argument to place some restrictions on access to limited liability. This paper proposes that such an approach is a legitimate next step for a robust and mature capitalist economy.

Proportionality in Age Discrimination Cases - a Model Suitable for Socially Embedded Rights

This chapter discusses the use of proportionality in age discrimination cases before the Court of Justice of the European Union. It argues that the Court does not use this concept systematically - indeed it exposes some contradiction that make the case law seem arbitrary - and proposes a more fruitful use of the principle, which is in line with a modern conception of human rights. The chapter argues that the principle of proportionality stems from the time when human rights served the recently liberated burgeois elite in guarding their rights to property and liberty against the state. Today, states not only respect human rights (which is fully sufficient for this elite, who can rely on their inherited wealth to fend for themselves). They also protect and promote human rights, and these activities are a precondition for human rights to be practically relevant for the whole population. This also means that state activity, which is experienced as a limitation of rights to property and liberty by some, may constitute a measure to promote and protect human rights of others. In employment law - the only field where the EU ban on age discrimination is applied - this is a typical situation. If such a situation occurs, the principle of proportionality must be applied in a bifurcated way.It is not sufficient that the limitation of property rights is proportionate for the achievement of a public policy aim. If the aim of public policy is to enable the effective use of human rights, the limitation of the state action must be proportionate to the protection and promotion of those human rights. It is argued that the principle of proportionality is superior to less structures balancing acts (e.g. the Wednesbury principle), if it is applied both ways. Going over to the field of age discrimination, the chapter identifies a number of potentially colliding aims pursued in this field. Banning age discrimination may relate to genuine aims of anti-discrimination law if bias against older or very young workers is addressed. However, the EU ban of discrimination against all ages also serves to restructure employment law and policy to the age of flexibilisation, replacing the synchronisation principle that has been predominant for the welfare states of the 20th century. The former aim is related to human rights protection, while the latter aim is not (at least not always). This has consequences for applying the proportionality test. The chapter proposes different ways to argue the most difficult age discrimination cases, where anti-discrimination rationales and flexibilisation rationales clash

A videovigilância no local de trabalho

The emergence of new technologies has introduced significant changes in the citizens life’s. There is a constant evolution of technological means and profound impact of their use in the habits of life of the human being. These new technological media are important tools in labor relations. The working and businesses worlds are increasingly turning to these new technologies, so that the use of video surveillance in the workplace is nowadays common. New technologies in general and the use of video surveillance in workplace in particular are providing ways to allow control of the work performance that are desired by most employers. However, the collection of images in the workplace often collides with the fundamental rights and freedoms of workers, in particular, with the right to privacy. The subject concerns the question of investigating is whether the images collected in workplace can be used as evidence in disciplinary proceedings. In fact, this issue is controversial. Doctrine and jurisprudence defend, at least, two responses for the same question. Those who understand that the evidence may be admitted for not violate any right of the worker, and others who argue that the evidence should not be admitted in disciplinary office. In the Portuguese legal system, there is, even, a new intermediate theory that begins to be defended, that only on certain occasions the evidence may be admitted. The solution to this problem involves the study of employment law and data video surveillance processing. Analysis of workers fundamental rights is fundamental to come to a grounded conclusion.

Le droit du travail américain : un droit plus favorable à l’investissement que le droit du travail québécois ? Une étude de la question...

L’auteur s’intéresse à la question de savoir si le droit du travail américain est plus favorable à l’investissement direct étranger (IDE) que le droit du travail québécois dans le contexte de l’ALENA. Pour ce faire, il fait une revue de littérature sur les déterminants de la localisation de l’IDE afin de clarifier l’importance du droit du travail national dans les décisions d’investissement des entreprises multinationales. Celle-ci révèle que la localisation de l’IDE est un processus complexe et multidimensionnel impliquant un grand nombre de facteurs, dont certains sont associés à la demande, d’autres aux coûts, d’autres aux caractéristiques des pays-hôtes, et d’autres, enfin, au risque. Le droit du travail national, bien que revêtant une certaine importance, n’est qu’un facteur parmi d’autres. Elle révèle également que l’importance relative des déterminants de la localisation de l’IDE, incluant le droit du travail national, varie elle-même en fonction d’autres facteurs, comme le secteur d’activité de l’entreprise, sa stratégie, sa taille et la motivation de l’IDE. Ensuite, il fait une étude de droit comparé entre le Québec et le Massachusetts afin d’identifier les principales différences qui existent entre les deux régimes de droit du travail. Cette étude a permis d’identifier des différences importantes entre les deux systèmes étudiés. Ainsi, dans l’ensemble, le droit du travail applicable au Massachusetts se fonde davantage sur les principes de la liberté contractuelle et du laisser-faire que le droit du travail québécois, qui est beaucoup plus interventionniste. Enfin, l’auteur analyse les différences observées dans le cadre de l’étude de droit comparé à la lumière des conclusions de sa revue de littérature sur les déterminants de la localisation de l’IDE. Il en vient à la conclusion que bien qu’à de nombreux égards le droits du travail québécois s’avère plus avantageux que le droit du travail applicable au Massachusetts aux fins de la localisation de l’IDE, c’est plutôt ce dernier qui, de façon générale, s’avère le plus avantageux à ce chapitre. En effet, dans l’ensemble, le droit du travail québécois est susceptible d’imposer des coûts de main-d’œuvre supérieurs et de réduire la flexibilité du marché du travail davantage que le droit du travail applicable au Massachusetts. Or, considérant que le droit du travail national n’est qu’un facteur parmi d’autres dans la décision de localisation de l’IDE, le Québec n’est pas sans moyens. En effet, il possède d’autres avantages comparatifs qu’il peut faire valoir auprès des entreprises qui œuvrent dans des secteurs d’activités où ces avantages concurrentiels sont valorisés et susceptibles d’être exploités. De plus, considérant que le droit du travail national a un importance relative qui varie elle-même en fonction d’autres facteurs, le droit du travail québécois n’a pas nécessairement le même effet sur tous les investisseurs. Enfin, considérant que le droit du travail remplit des fonctions sociales autant que des fonctions économiques, c’est un faux débat que de mettre l’accent uniquement sur les conséquences « négatives » du droit du travail national sur l’IDE. En effet, c’est faire complètement abstraction de la question des coûts sociaux que le droit du travail permet de prévenir au sein d’une société.

Le devoir syndical de représentation sous l'angle de la Charte des droits et libertés de la personne: le cas des clauses" orphelin"

En raison des présentes transformations du marché du travail, le mouvement syndical est à la recherche d’un nouvel équilibre. Dans ce contexte plutôt changeant, réorganisations et flexibilité se négocient en échange d’une protection accrue pour ceux qui demeurent en emploi. Si d’une part, ceci mène à une prolifération de nouvelles formes d’emploi atypiques et de disparités de traitement, d’autre part la constitutionnalisation du droit du travail change le rapport quant à l’universalisme syndical. Nous nous sommes alors interrogée sur les impacts que cela peut avoir sur le devoir syndical de représentation. Prenant cela en considération, nous avons voulu au cours de notre recherche faire la lumière tant sur certains impacts de la négociation de clauses de disparité de traitement dans les milieux de travail syndiqués que sur les défis contemporains du droit du travail et de l’emploi. Cette thèse propre au champ d’études que sont les relations industrielles se distingue des autres recherches dans le même domaine en se concentrant sur l’effet empirique de la mise en œuvre d’une norme, par l’étude de deux cas suggestifs. Plus précisément, notre thèse avait comme principal objectif de répondre à la question suivante : Quels sont les effets sur l’acteur (action) syndical du recours à la norme d’égalité, à la suite la négociation de clauses « orphelin »? Pour y parvenir, nous avons dû reconstituer comment les acteurs syndicaux s’étaient approprié l’espace ouvert par la constitutionnalisation du droit du travail. Nous avons utilisé une méthode qualitative, impliquant une revue de la littérature sociohistorique, théorique et juridique, une analyse de la jurisprudence existant à ce sujet et l’étude de deux cas portant sur la négociation d’une clause « orphelin » le tout représentant soixante entrevues semi-dirigées dans plusieurs casernes et palais de justice. Les connaissances acquises permettent au plan empirique une meilleure compréhension des interactions possibles entre acteurs, institutions et stratégies lors de la mise en œuvre de la norme d’égalité ainsi que des déterminants de l’action (ou de l’inaction) syndicale. Sur le plan pratique, nous espérons que notre thèse puisse guider toute personne ou tout groupe de personnes désirant mettre en œuvre des mesures égalitaires, tant pour éviter certains écueils reliés à ces actions ou réactions suscitées par la mise en œuvre du droit à l’égalité, que pour mesurer l’efficacité des actions entreprises. De surcroît, sur le plan théorique, nous croyons que de mettre à l’épreuve un modèle théorique recoupant stratégies et institutions permettra d’aborder les problèmes à la fois au niveau de l’acteur et au niveau structurel. Les résultats obtenus aident à comprendre en quoi et comment peut se construire l’action syndicale dans certains (2) cas de mise en œuvre de la norme d’égalité. Le choix de différentes stratégies ne peut pas être dissocié des différents contextes économiques, sociaux et juridiques, ni des capacités stratégiques des différents acteurs en cause. Les principales contraintes identifiées ont pu être imputées tant aux structures de l’association syndicale qu’aux différents univers normatifs mobilisés. Les sources de tensions vécues dans les milieux à l’étude ont été rattachées notamment aux perceptions d’injustice et à la méconnaissance des différentes normes juridiques. En conséquence, il faut conclure que pour les associations syndicales (sans se restreindre à celles à l’étude), la question d’iniquité pourrait avoir de graves conséquences et non seulement sur le devoir de représentation. Nous avons spécialement souligné la fragilisation de leurs assises, dans leurs deux pôles d’actions : d’acteur économique (faille dans la capacité d’action traditionnelle) et d’acteur politique (climat hostile au syndicalisme). Nous souhaitons que l’acteur syndical puisse mobiliser, à la lumière des résultats de notre recherche, des arguments concourant à repenser l’action syndicale, que nous croyons être plus pertinente que jamais. Nous croyons également que les différents acteurs du monde du travail pourraient s’approprier certaines de nos recommandations afin de favoriser une citoyenneté au travail plus inclusive.