Core Generator: Rights and Duties

DR2 - Labor Rights and Duties

Collection of documents (citations with small indication of the links directing
to the original page), drawn from surveys in the search engine "Google" and it i
s intended to help decode the theme Rights and Duties of Labour Core Generator:
Rights and Duties (DD) Area of Citizenship and Professionalism of Referential Sk
ills-Secondary Level Switch on the RVCC process under the New Opportunities Init
iative.
[Note: All Adults / Trainees should include in its PRA sources of all readings t
hat have made and can not copy or plagiarize, risking expulsion from RVCC.]
Good Reads ...
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http://cidadania-e-profissionalidade.blogspot.com/2008/04/direitos-e-deveres.htm
l Labour Rights and Duties (DR2) assume labor inalienable rights and responsibil
ities due to the employee. 1. I can identify labor rights stand in confrontation
with the current market dynamics? 2. I can understand my rights and duties thro
ugh the Labor Code? 3. I can explore the importance of social and labor rights,
ie to stress the importance of the legislation in force in the defense of worker
rights? Duties: punctuality, diligence and professionalism (Art. 121). Rights:
salary (Art. 120); subsidies for food, holiday and Christmas, paternity and mate
rnity (Arts 35 and 36), social protection, health and safety at work (Art. 272);
equal access to work (Art. 22); right to strike (Art. 591); workmen-student (Ar
t. 79 and 80). Reflections: Day 1 May
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Labour rights in comparison with economic rights and / or market
http://www.katyadelimbeuf.com/
ONLY No. 1813 - July 28, 2007
Life term
Almost one million people in our country works to green receipts. The instrument
that came off in the 90s and became a rule for the benefit of the bosses have o
ne guarantee: the total absence of rights. This veritable army of green receipts
found in all areas of society, tied to live day-to-day horizon and is only next
month. Portrait of a universe where there is only 'flexibility' and no 'securit
y'
Texts Katya Delimbeuf Photos of James Miranda
Nearly one million receipts
It was in early 1990 that the first cases of false receipts green (a worker who
carries out the same functions as an employee for hire or reward, with time, hie
rarchy and job) began to emerge. Today, we are witnessing new attempts to hide t
he phenomenon, as the constitution of subcontractors to deliver services. The ne
wspaper 'the public' of May 30 there are 883 600 workers ensured that the green
receipt in our country - which represents more than the Civil Service (which had
580 291 employees in 2006). The NSA does not have a direct method for clearing
the bills of workers, but says data that allow accounts: 1. Quarter of 2007, 646
,700 people had fixed-term contract, 188 700 contracts for services, and 66,100
people were in
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visible underemployment. This gives a total of 901 000 workers on the receipt. S
ociologist ISCTE Rui Pena Pires Eurostat data points to illustrate the Portugues
e case: "While the European average for self-employment in developed countries l
ike Sweden or Denmark is 5, 7%, Portugal has a percentage of self-employed own 2
5%. "This does not mean that there are more entrepreneurs or entrepreneurs in Po
rtugal, means that there is' a system of completely unregulated informal employm
ent, alongside other formal system very hard," he points out. The social consequ
ences are more obvious "the immigration of young and qualified people, the non-r
enewal of generations and the postponement of important decisions in the life of
an adult".
What can you do to change the situation
The Saldanha Sanches considers a tax expert. The green receipt for payment shoul
d be a choice of service provider and not an imposition than the demand. Can be
applied only when the service provider has a profession whose content requires i
ndependence from the contractor. 2. The deductions for Social Security should ex
ist only when there is labor income and the proportion of income (rather than th
e current model, which requires a minimum monthly amount of 150 euros regardless
of who wins). 3.€All workers must be entitled to unemployment benefits: the fl
exibility in the employment relationship must be balanced with the right to publ
ic assistance.
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Simple measures, according to Garcia Pereira 1. Adopt a measure that has existed
for 20 years in Spain or Italy: shifting the burden of proof. Instead of being
a worker in court have to prove that there was an employment contract, is the co
mpany that must prove its absence. 2. Having a General Inspectorate of Labour th
at works and report companies who do these things to cause unfair competition. 3
. Impose fines 'violent' to these companies, especially if they are repeated pra
ctice. Read full article at: http://www.katyadelimbeuf.com/unica/recibos/recibos
.htm
http://atlantico.blogs.sapo.pt/
Tuesday, April 22, 2008
Receipts generated color pink
This is a government that uses the tactic of "when you do not die of the disease
, die from the cure." Instead of liberalizing the labor market and reform the la
bor code, imposes new fees on companies that hire the green receipt. Generation
green receipts - in the words of Henry Fox will have even greater difficulty in
getting a job, even precarious. There are receipts greens that are inequitable,
as submitted by Prime Minister Jose Socrates. Are just a
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Consequently, it is unfair because the current job market - which incidentally d
oes not comply with market rules, such state legislative asphyxia they are submi
tted to companies in their relations with workers. It is difficult to reduce the
salaries of incompetent or replace the bad workers - including managers and oth
er staff - for new workers, which leads the entrepreneur to opt for hiring the g
reen receipts, since only you hardly can say goodbye. With the new law Socrates
to impose additional fees on businesses that hire the green receipts, more worke
rs will be unemployed. Without anyone to pass them the receipt. http://atlantico
.blogs.sapo.pt/1318771.html
Interpreting rights by the Labour Code
http://www.vidaeconomica.pt/ The experiment is intended to facilitate a mutual c
ertification: the employer, to assess the ability of workers to the demands of f
unction and characteristics of the job, the employee, assess whether the conditi
ons and Desktop satisfy their interests and expectations. Under art. 104 of the
Labour Code, the parties shall, during the experimental period, to act in such a
way that one can appreciate the interest in maintaining the employment contract
. The seniority of the employee shall be counted from the beginning of the trial
. Unless agreed otherwise in writing, during the experimental period, either par
ty may terminate the contract without notice or need to invoke good cause, with
no right to compensation. However, it should be remembered that since the trial
lasted more than 60 days, to cancel the contract, the employer must give advance
notice of seven days. Continue reading: Page 27 in
http://www.vidaeconomica.pt/users/ve_dir/pdf_ve:tss_ed12Dezembro-d0c9048df9bb10a
05d513008087c1534.pdf
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TERMINATION OF CONTRACT FOR WORK WITH PRIOR NOTICE
What period of notice to be observed by the employee on termination of employmen
t? According to art. 447 of the Labour Code, the employee may terminate the empl
oyment contract, without reliance on just cause, by written communication sent t
o the employer with at least 30 or 60 days, as have, respectively, up to two yea
rs or more than two years old. The collective regulation of work and applicable
employment contract may extend the period of notice up to six months, for employ
ees occupying positions of management or administration, as well as representati
on or accountability. In the case of fixed-term contract, the worker who wishes
to dissociate before the expiry of the agreed period should notify the employer
with at least 30 days if the contract has a duration less than 6 months or 15 da
ys if shorter. In the case of contract to permanent basis for calculating the pe
riod of notice that will need to be considered the effective duration of the con
tract. Art. 448 of the same law stipulates that if the employee does not comply,
in whole or in part, the term of notice,€remain liable to pay compensation to
the employer an amount equal to basic pay and seniority for the period of notice
not given. Workers will also repair the possible damage due to exceeding the pe
riod of notice or resulting from the breach of obligations in the covenant of pe
rmanence. P. C. Page 18:
http://www.vidaeconomica.pt/users/ve_dir/pdf_ve:tss_ed12Dezembro-d0c9048df9bb10a
05d513008087c1534.pdf
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Regulators of employment rights
C Odigo Labour
http://www.mtss.gov.pt/docs/Cod_Trabalho.pdf
The Mission of ACT http://www.act.gov.pt/Default.aspx Authority Working Conditio
ns (ACT) is responsible for promoting the improvement of working conditions thro
ugh enforcement of standards on labor in the context of private relations and th
e promotion of policies for the prevention of occupational risks. He must also p
rovide for enforcement of safety laws and health at work in all sectors and depa
rtments and agencies of central government, directly and indirectly, and local,
including public institutions, in terms of personalized services or public funds
.
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Trade union confederations
http://www.ugt.pt/ The General Workers' Union took the historic responsibility t
o strengthen the Portuguese workers with the values of democratic unionism, enco
uraging them and leading them to practice the principles enshrined in the Univer
sal Declaration of Human Rights Man, the European Convention on Human Rights and
Fundamental Freedoms, the European Social Charter, ILO Conventions and Recommen
dations and the Constitution of the Portuguese Republic. List of Unions in: http
://www.ugt.pt/sindicatos.htm http://www.cgtp.pt/ CGTP-IN, workers' organization
has no other objective than to defend their rights and conditions life and work,
assuming the defense against everything that affects them as a class, fights th
e battles with these eyes on the future of Portugal, the construction of a more
prosperous, democratic and progressive. Structure of Association in http://www.c
gtp.pt/index.php?option=com_contact&Itemid=3
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Confederations of employers
http://www.cip.org.pt/ The CIP maintains a development model based on market eco
nomy and free enterprise, being an economic partner and recognized by social inf
luence, trustworthiness and consistency of their positions. http://www.ccp.pt/ C
CP's mission is to contribute to the development of the country through three st
rategic vectors: ï  in its role as facilitator of associative and entrepreneurshi
p in commerce and services; ï  in their contributions in Economic and Social Coun
cil and thirst for Social Dialogue, with a view to developing a Social Contract
mobilizing and modernizing; ï  in its role as interlocutor between business and t
he political, social and fiscal policies, particularly with the Government and P
ublic Administration , Summit Associations, Schools and Universities, Community
and finance and business. Database of Trade Unions and Employers:
http://www.dgert.mtss.gov.pt/Trabalho/pesquisa/bd_organizacoes.php
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International organizations working
http://www.ilo.org/global/About_the_ILO/Origins_and_history/lang--en/index.htm
The ILO Was created in 1919, part of the treaty of Versailles That ended World W
ar I, to Belief That conveys the universal and lasting peace Can Be Accomplished
only if it is based on social justice.
The origins of the ILO
Organization of universal nature, the ILO has its origins in the social matrix o
f Europe and North America of the nineteenth century. These regions have seen th
e birth of the Industrial Revolution, which generated an extraordinary economic
development, often at the expense of an intolerable human suffering and social p
roblems. The idea of an international labor law came early in the nineteenth cen
tury in response to the moral concerns associated with the economic and human co
st of Industrial Revolution. Some industry notables, including Robert Owen and D
aniel Le Grand, supported the idea of progressive legislation in the social and
labor. In the late nineteenth century, unions began to play a decisive role in i
ndustrialized countries, claiming democratic rights and decent living conditions
for workers. Humanitarian grounds,€political and economic case for the definit
ion of international standards of
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work led to the creation of the ILO. The initial argument was humanitarian in na
ture. The conditions to which they were subject workers increasingly numerous an
d operated without any consideration for their health by their family or their d
evelopment, were increasingly intolerable. This concern is clearly expressed in
the Preamble of the ILO Constitution, which states that "there are working condi
tions that involve a large number of people to injustice, poverty and deprivatio
n ...". Continue to read:
http://images.jbarbo00.multiply.com/attachment/0/RvD3JQoKCrsAAEwcHJo1/OIT-HIST.p
df?nmid=58506998
http://www.ilo.org/public/portugue/region/eurpro/lisbon/index.htm Declaration *
Declaration of Philadelphia concerning the aims and objectives of the Internatio
nal Labour Organisation Constitution The General Conference of the International
Labour Organization, meeting in Philadelphia at its twenty-sixth session, adopt
s this tenth day of May 1944, this statement of aims and objectives of the Inter
national Labour Organisation, and the principles on which it should inspire the
policy of their States. IA conference affirms again the fundamental principles o
n which the Organization is founded, namely:
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a) the work is not a commodity, b) freedom of expression and association is a pr
erequisite for steady progress, c) poverty, wherever it exists, constitutes a da
nger to prosperity everywhere; d) the fight against the need to be conducted wit
h a boundless energy for every nation and through a continuous and organized int
ernational effort in which representatives of workers and employers, collaborati
ng on an equal footing with Governments, participating in free discussion and de
cisions on an democratic in order to promote the common good. Continue reading:
http://www.ilo.org/public/portugue/region/eurpro/lisbon/html/genebra_decl_filade
l_pt.htm
http://clix.expressoemprego.pt/
History of Labour Day
On 1 May 1886, 500,000 workers took to the streets of Chicago in the United Stat
es in the peaceful demonstration, demanding the reduction of time to eight hours
of work. The police suppressed the demonstration and disperse the concentration
after wounding and killing dozens of workers. But the workers did not let down,
everyone thought they were too much of the daily hours
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work, therefore, on May 5, 1886, four days after the claim of Chicago, the worke
rs returned to the streets and were again suppressed: 8 leaders imprisoned, exec
uted four workers and three life sentences. This was the result of this second o
utbreak. The fight has not stopped international solidarity and urged the U.S. g
overnment to cancel the false trial and establish new jury in 1888. The members
who constituted the jury recognized the innocence of workers, blamed the U.S. st
ate and ordered that loosened the three prisoners. In 1889 the International Wor
kers' Congress, held in Paris, ordered the 1st May as International Workers Day,
a day of mourning and struggle. And in 1890, U.S. workers earned the workday fr
om eight hours. 116 years after the great events of the workers of Chicago by th
e struggle of eight hours of work and the employer and brutal police repression
that came down on the demonstrators, the May 1 retains all its significance and
timeliness. In the United States of America Labor Day is celebrated on September
3 and is known as "Labor Day". It is a national holiday is always celebrated on
the first Monday of September and is related to the period of harvest and the e
nd of the summer in Canada this holiday called "Day Eight Hours." It has this na
me because it commemorates the victory of the reduction of the workday to eight
hours. In Europe the "Labor Day" will be celebrated forever on May 1. http://cli
x.expressoemprego.pt/scripts/indexpage.asp?headingID=4497
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