Regulating the employment relationship in Europe: a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN)
Saved in:
| Format: | Electronic eBook |
|---|---|
| Language: | English |
| Published: |
Geneva, Switzerland
International Labour Organization
[2013]
|
| Subjects: | |
| Online Access: | FAW01 FAW02 FLA01 |
| Item Description: | "International Labour Office, Governance and Tripartism Department.". - "March 2013." Online resource; title from PDF title page (ebrary, viewed December 3, 2013) |
| Physical Description: | 1 online resource (92 pages) |
| ISBN: | 9789221263166 9221263169 9789221263159 |
Staff View
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| 245 | 1 | 0 | |a Regulating the employment relationship in Europe |b a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| 246 | 1 | 3 | |a European Labour Law Network (ELLN) |
| 246 | 1 | 1 | |a European Labour Law Network (ELLN) |
| 264 | 1 | |a Geneva, Switzerland |b International Labour Organization |c [2013] | |
| 264 | 4 | |c © 2013 | |
| 300 | |a 1 online resource (92 pages) | ||
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| 500 | |a "International Labour Office, Governance and Tripartism Department.". - "March 2013." | ||
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| 505 | 8 | |a Cover Page; Title Page; Copyright; Contents; Background to the Guide; National legal experts who contributed to the annotated guide; I. National policy on the protection of workersin an employment relationship; 1. Applying a national policy; Legislative examples; Collective bargaining agreements; Judicial decisions; Codes of practice and administrative directives; Studies, reviews and reports; A combined approach; 2. Reference to other international labour standards; 3. Social dialogue (consultation and collective bargaining) | |
| 505 | 8 | |a The role of social dialogue and collective agreements in defining an employment relationshipThe role of trade unions in representing specific group categories of workers; Other elements of social dialogue; 4. Specific policy measures; Clear guidance to the parties; Multiple parties; Provide for appropriate and adequate training; 5. Special categories of workers to protect; Vulnerable groups (women, young/old, persons withdisabilities, informal economy, and migrants); 6. Employment relationships and genuine civil and commercial relationships; 7. Transnational provision of services | |
| 505 | 8 | |a II. Determining the existence of an employment relationshipA. Practical methods; 1. Legal presumption; 2. Determining whether designated groups of workers(e.g. by sector) are either employed or self-employed; 3. Employer's obligation to inform of employment conditions; 4. Primacy of facts; B. Criteria for identifying an employment relationship; 1. Subordination or dependence; 2. Control of the work and instructions; 3. Integration of the worker in the enterprise; 4. Work performed solely or primarily for another's benefit; 5. Carried out personally by the worker | |
| 505 | 8 | |a 6. Carried out within specific hours or at an agreed place7. Having a particular duration and continuity; 8. Requires worker's availability; 9. Provision of tools/materials by the individualrequesting the performance of work; 10. Periodic payments to the worker; 11. This remuneration being the sole orprincipal source of income; 12. Payment in kind; 13. Recognition of entitlements; 14. Travel payment by the person requestingthe performance of work; 15. Absence of financial risk for the worker; 16. Mutuality of obligations; 17. Other criteria | |
| 505 | 8 | |a III. Adopting measures with a viewto ensuring compliance1. Appropriate dispute resolution mechanisms:Inexpensive, speedy, fair, and efficient procedures; 2. The role of labour inspection; 3. Enforcement in sectors with a high share of women; 4. Disincentives to disguising an employment relationship; 5. Burden of proof; IV. Implementation and monitoring; Annex I; Annex II; Annex III; Annex IV; Annex V. | |
| 505 | 8 | |a This study is the result of a strategic partnership between the ILO and the European Labour Law Network (ELLN) to produce an updated version of the guide to Recommendation No. 198, with a specific focus on European countries | |
| 650 | 4 | |a Employee rights | |
| 650 | 4 | |a Labor laws and legislation, International | |
| 650 | 4 | |a Labour relations | |
| 650 | 7 | |a BUSINESS & ECONOMICS / Industrial Management |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS / Management |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS / Management Science |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS / Organizational Behavior |2 bisacsh | |
| 650 | 7 | |a Industrial relations |2 fast | |
| 650 | 7 | |a Labor laws and legislation |2 fast | |
| 650 | 4 | |a Wirtschaft | |
| 650 | 4 | |a Industrial relations |z Europe |a Labor laws and legislation |z Europe | |
| 651 | 4 | |a Europa | |
| 710 | 2 | |a International Labour Organization |e Sonstige |4 oth | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a ILO.. Regulating the employment relationship in Europe : A guide to Recommendation No. 198 |
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| contents | Cover Page; Title Page; Copyright; Contents; Background to the Guide; National legal experts who contributed to the annotated guide; I. National policy on the protection of workersin an employment relationship; 1. Applying a national policy; Legislative examples; Collective bargaining agreements; Judicial decisions; Codes of practice and administrative directives; Studies, reviews and reports; A combined approach; 2. Reference to other international labour standards; 3. Social dialogue (consultation and collective bargaining) The role of social dialogue and collective agreements in defining an employment relationshipThe role of trade unions in representing specific group categories of workers; Other elements of social dialogue; 4. Specific policy measures; Clear guidance to the parties; Multiple parties; Provide for appropriate and adequate training; 5. Special categories of workers to protect; Vulnerable groups (women, young/old, persons withdisabilities, informal economy, and migrants); 6. Employment relationships and genuine civil and commercial relationships; 7. Transnational provision of services II. Determining the existence of an employment relationshipA. Practical methods; 1. Legal presumption; 2. Determining whether designated groups of workers(e.g. by sector) are either employed or self-employed; 3. Employer's obligation to inform of employment conditions; 4. Primacy of facts; B. Criteria for identifying an employment relationship; 1. Subordination or dependence; 2. Control of the work and instructions; 3. Integration of the worker in the enterprise; 4. Work performed solely or primarily for another's benefit; 5. Carried out personally by the worker 6. Carried out within specific hours or at an agreed place7. Having a particular duration and continuity; 8. Requires worker's availability; 9. Provision of tools/materials by the individualrequesting the performance of work; 10. Periodic payments to the worker; 11. This remuneration being the sole orprincipal source of income; 12. Payment in kind; 13. Recognition of entitlements; 14. Travel payment by the person requestingthe performance of work; 15. Absence of financial risk for the worker; 16. Mutuality of obligations; 17. Other criteria III. Adopting measures with a viewto ensuring compliance1. Appropriate dispute resolution mechanisms:Inexpensive, speedy, fair, and efficient procedures; 2. The role of labour inspection; 3. Enforcement in sectors with a high share of women; 4. Disincentives to disguising an employment relationship; 5. Burden of proof; IV. Implementation and monitoring; Annex I; Annex II; Annex III; Annex IV; Annex V. This study is the result of a strategic partnership between the ILO and the European Labour Law Network (ELLN) to produce an updated version of the guide to Recommendation No. 198, with a specific focus on European countries |
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| dewey-ones | 658 - General management |
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| dewey-sort | 3658.4 18 297 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| format | Electronic eBook |
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| geographic | Europa |
| geographic_facet | Europa |
| id | DE-604.BV043958077 |
| illustrated | Not Illustrated |
| indexdate | 2024-07-10T07:39:43Z |
| institution | BVB |
| isbn | 9789221263166 9221263169 9789221263159 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-029366781 |
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| spelling | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) European Labour Law Network (ELLN) Geneva, Switzerland International Labour Organization [2013] © 2013 1 online resource (92 pages) txt rdacontent c rdamedia cr rdacarrier "International Labour Office, Governance and Tripartism Department.". - "March 2013." Online resource; title from PDF title page (ebrary, viewed December 3, 2013) Cover Page; Title Page; Copyright; Contents; Background to the Guide; National legal experts who contributed to the annotated guide; I. National policy on the protection of workersin an employment relationship; 1. Applying a national policy; Legislative examples; Collective bargaining agreements; Judicial decisions; Codes of practice and administrative directives; Studies, reviews and reports; A combined approach; 2. Reference to other international labour standards; 3. Social dialogue (consultation and collective bargaining) The role of social dialogue and collective agreements in defining an employment relationshipThe role of trade unions in representing specific group categories of workers; Other elements of social dialogue; 4. Specific policy measures; Clear guidance to the parties; Multiple parties; Provide for appropriate and adequate training; 5. Special categories of workers to protect; Vulnerable groups (women, young/old, persons withdisabilities, informal economy, and migrants); 6. Employment relationships and genuine civil and commercial relationships; 7. Transnational provision of services II. Determining the existence of an employment relationshipA. Practical methods; 1. Legal presumption; 2. Determining whether designated groups of workers(e.g. by sector) are either employed or self-employed; 3. Employer's obligation to inform of employment conditions; 4. Primacy of facts; B. Criteria for identifying an employment relationship; 1. Subordination or dependence; 2. Control of the work and instructions; 3. Integration of the worker in the enterprise; 4. Work performed solely or primarily for another's benefit; 5. Carried out personally by the worker 6. Carried out within specific hours or at an agreed place7. Having a particular duration and continuity; 8. Requires worker's availability; 9. Provision of tools/materials by the individualrequesting the performance of work; 10. Periodic payments to the worker; 11. This remuneration being the sole orprincipal source of income; 12. Payment in kind; 13. Recognition of entitlements; 14. Travel payment by the person requestingthe performance of work; 15. Absence of financial risk for the worker; 16. Mutuality of obligations; 17. Other criteria III. Adopting measures with a viewto ensuring compliance1. Appropriate dispute resolution mechanisms:Inexpensive, speedy, fair, and efficient procedures; 2. The role of labour inspection; 3. Enforcement in sectors with a high share of women; 4. Disincentives to disguising an employment relationship; 5. Burden of proof; IV. Implementation and monitoring; Annex I; Annex II; Annex III; Annex IV; Annex V. This study is the result of a strategic partnership between the ILO and the European Labour Law Network (ELLN) to produce an updated version of the guide to Recommendation No. 198, with a specific focus on European countries Employee rights Labor laws and legislation, International Labour relations BUSINESS & ECONOMICS / Industrial Management bisacsh BUSINESS & ECONOMICS / Management bisacsh BUSINESS & ECONOMICS / Management Science bisacsh BUSINESS & ECONOMICS / Organizational Behavior bisacsh Industrial relations fast Labor laws and legislation fast Wirtschaft Industrial relations Europe Labor laws and legislation Europe Europa International Labour Organization Sonstige oth Erscheint auch als Druck-Ausgabe ILO.. Regulating the employment relationship in Europe : A guide to Recommendation No. 198 |
| spellingShingle | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) Cover Page; Title Page; Copyright; Contents; Background to the Guide; National legal experts who contributed to the annotated guide; I. National policy on the protection of workersin an employment relationship; 1. Applying a national policy; Legislative examples; Collective bargaining agreements; Judicial decisions; Codes of practice and administrative directives; Studies, reviews and reports; A combined approach; 2. Reference to other international labour standards; 3. Social dialogue (consultation and collective bargaining) The role of social dialogue and collective agreements in defining an employment relationshipThe role of trade unions in representing specific group categories of workers; Other elements of social dialogue; 4. Specific policy measures; Clear guidance to the parties; Multiple parties; Provide for appropriate and adequate training; 5. Special categories of workers to protect; Vulnerable groups (women, young/old, persons withdisabilities, informal economy, and migrants); 6. Employment relationships and genuine civil and commercial relationships; 7. Transnational provision of services II. Determining the existence of an employment relationshipA. Practical methods; 1. Legal presumption; 2. Determining whether designated groups of workers(e.g. by sector) are either employed or self-employed; 3. Employer's obligation to inform of employment conditions; 4. Primacy of facts; B. Criteria for identifying an employment relationship; 1. Subordination or dependence; 2. Control of the work and instructions; 3. Integration of the worker in the enterprise; 4. Work performed solely or primarily for another's benefit; 5. Carried out personally by the worker 6. Carried out within specific hours or at an agreed place7. Having a particular duration and continuity; 8. Requires worker's availability; 9. Provision of tools/materials by the individualrequesting the performance of work; 10. Periodic payments to the worker; 11. This remuneration being the sole orprincipal source of income; 12. Payment in kind; 13. Recognition of entitlements; 14. Travel payment by the person requestingthe performance of work; 15. Absence of financial risk for the worker; 16. Mutuality of obligations; 17. Other criteria III. Adopting measures with a viewto ensuring compliance1. Appropriate dispute resolution mechanisms:Inexpensive, speedy, fair, and efficient procedures; 2. The role of labour inspection; 3. Enforcement in sectors with a high share of women; 4. Disincentives to disguising an employment relationship; 5. Burden of proof; IV. Implementation and monitoring; Annex I; Annex II; Annex III; Annex IV; Annex V. This study is the result of a strategic partnership between the ILO and the European Labour Law Network (ELLN) to produce an updated version of the guide to Recommendation No. 198, with a specific focus on European countries Employee rights Labor laws and legislation, International Labour relations BUSINESS & ECONOMICS / Industrial Management bisacsh BUSINESS & ECONOMICS / Management bisacsh BUSINESS & ECONOMICS / Management Science bisacsh BUSINESS & ECONOMICS / Organizational Behavior bisacsh Industrial relations fast Labor laws and legislation fast Wirtschaft Industrial relations Europe Labor laws and legislation Europe |
| title | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| title_alt | European Labour Law Network (ELLN) |
| title_auth | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| title_exact_search | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| title_full | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| title_fullStr | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| title_full_unstemmed | Regulating the employment relationship in Europe a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| title_short | Regulating the employment relationship in Europe |
| title_sort | regulating the employment relationship in europe a guide to recommendation no 198 european labour law network elln european labour law network elln |
| title_sub | a guide to Recommendation No. 198 : European Labour Law Network (ELLN) = European Labour Law Network (ELLN) |
| topic | Employee rights Labor laws and legislation, International Labour relations BUSINESS & ECONOMICS / Industrial Management bisacsh BUSINESS & ECONOMICS / Management bisacsh BUSINESS & ECONOMICS / Management Science bisacsh BUSINESS & ECONOMICS / Organizational Behavior bisacsh Industrial relations fast Labor laws and legislation fast Wirtschaft Industrial relations Europe Labor laws and legislation Europe |
| topic_facet | Employee rights Labor laws and legislation, International Labour relations BUSINESS & ECONOMICS / Industrial Management BUSINESS & ECONOMICS / Management BUSINESS & ECONOMICS / Management Science BUSINESS & ECONOMICS / Organizational Behavior Industrial relations Labor laws and legislation Wirtschaft Industrial relations Europe Labor laws and legislation Europe Europa |
| work_keys_str_mv | AT internationallabourorganization regulatingtheemploymentrelationshipineuropeaguidetorecommendationno198europeanlabourlawnetworkellneuropeanlabourlawnetworkelln AT internationallabourorganization europeanlabourlawnetworkelln |