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Sovereign Rights of the State and the Scope of their Implementation in the Context of Development of the International Human Rights Law
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Sovereign Rights of the State and the Scope of their Implementation in the Context of Development of the International Human Rights Law

Author(s): Iryna Protsenko,Kostiantyn Savchuk / Language(s): English Issue: 47/2020

In the contemporary science of international law, the state sovereignty issue lacks adequate treatment. In particular, the list and essence of sovereign rights and duties of the state are not defined, although these are referred to in some international legal instruments and resolutions of international courts and arbitrations. In addition, particular circumstances are being under development, which require if not precise outlining of the catalogue of fundamental rights of states, then at least determining the essence of some of these rights and the scope of their implementation. It goes about developing the practice to limit specific sovereign rights of the state to ensure the implementation of human rights (notably, the ones not directly related to the respective rights of the state). In this very way, the state is limited in its right to determine its own immigration policy. The fact is that the European Court of Human Rights (ECtHR) has ruled in some of its judgments that by implementing this right, the state violates the right to respect for private and family life provided for by the Convention for the Protection of Human Rights and Fundamental Freedoms 1950 (ECHR). This resulted in ECtHR`s practice to be somewhat considered in the draft articles on the expulsion of aliens elaborated by the International Law Commission (ILC) in 2014. The examples from ECtHR`s practice analyzed in this paper provide the basis for the conclusion that the development of the International Human Rights Law is gradually narrowing the scope of the internal sovereign rights of the state.

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Professional Development of Employees as the Way to Innovative Country Integration
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Professional Development of Employees as the Way to Innovative Country Integration

Author(s): O. M. Yaroshenko,Natalya M. VAPNYARCHUK,Yulia М. Burnyagina,Nina V. KOZACHOK-TRUSH,Leonid V. MOHILEVSKYI / Language(s): English Issue: 48/2020

Today, the successful competition of any domestic enterprise in the market of goods and services is conditioned on the use of new technologies and production processes. Such activity is innovative and plays a leading role in its life. Exacerbation of competition and decrease of competitiveness of domestic enterprises necessitate their innovative development. Information, intelligence, knowledge and innovation, which are the backbone of the country's human resources, are of particular importance in this context today. Therefore, the driving factors in the way of formation of personnel component of innovative development of the state economy are the training of innovative personnel – skilled workers, capable of creative work, professional development, introduction of high-tech technologies on the basis of development of the system of lifelong learning. The issues of professional development of employees are becoming especially relevant in the context of globalization, as well as the European and innovative integration of Ukraine. The author investigates the peculiarities of transformations of modern theoretical and legal approaches to professional development of employees in the context of European integration, human centered and innovative approaches to doing business, in particular, the following tasks are solved: (1) the essence of the concepts of ‘professional development’, ‘functions of professional development of employees’, ‘professional training’ as legal categories is revealed; (2) leading functions of professional development of employees are generalized; (3) the vectors for further reform of the legal regulation of professional development of employees are determined; (4) the prospects and problems of influence of professional development of employees on the innovative development of individual enterprise and Ukraine as a whole are established. The author substantiates that the professional development of employees produces its direct impact both on individual enterprises and on the state as a whole in the sphere of innovative transformations. Undoubtedly, the gradual introduction of European standards and requirements, the adaptation of foreign legal regulation to the domestic realities and features of the legal system will allow to increase the economic potential, innovative component and competitiveness of Ukraine in the world market, as well as to bring the prospects of gradual accession into the European Union.

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Prelucrarea datelor cu caracter personal obţinute de angajator prin utilizarea unor sisteme de monitorizare
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Prelucrarea datelor cu caracter personal obţinute de angajator prin utilizarea unor sisteme de monitorizare

Author(s): Mircea Dub / Language(s): Romanian Issue: 3/2018

In order to guarantee the protection of privacy and personal data, the supervising activities undertaken by the employer in relation to the employee’s activity must be brought to the knowledge of the latter in an effective manner, prior to their performance, in a manner presenting the monitoring activity and its extent, and it is also necessary that this interference be proportional to the value whose protection is sought.

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Termenul de preaviz şi consecinţele juridice ale nerespectării termenului de preaviz
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Termenul de preaviz şi consecinţele juridice ale nerespectării termenului de preaviz

Author(s): Diana Andreea RÎCIU / Language(s): Romanian Issue: 4/2018

Termination of the employment contract by resignation may take place after a period of notice has expired, in order to ensure the employer can take the necessary measures to replace the resigning employee, thus avoiding the negative consequences an untimely ended employment contract may have. The only situation where the employee might be able forfeit the notice period is that in which the employer manifests his will in this respect by giving up the notice period, another situation does not exist and may be sanctioned with a possible disciplinary dismissal.

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Invenţia de serviciu – conţinutul conceptului
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Invenţia de serviciu – conţinutul conceptului

Author(s): Mircea Dub / Language(s): Romanian Issue: 4/2018

Labour relations, viewed as social relations in the general sense, generate the most diverse legal relations because of the multitude of norms of law they are interfering with. Among such legal relations we may also find those pertaining to industrial property. A special category of intellectual creations regards employee inventions. Although it represents a species of invention that is patentable, the lawmakers wrote a law that specifically regulates this species of invention, namely Law no. 83/2014 on employee inventions. The essence of this category of invention is that the inventor must be an employee (an individual) of an employer who is a legal entity (regardless whether of public or private law), while the relationships between them should be those specific to a contract of employment.

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Scurte consideraţii privind termenele de aplicare a sancţiunilor disciplinare
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Scurte consideraţii privind termenele de aplicare a sancţiunilor disciplinare

Author(s): Diana-Ruxandra PUŞCAŞ / Language(s): Romanian Issue: 1/2019

A legislative amendment stipulating that the six‑month period in which disciplinary liability can be incurred as from the date when the employer knew or ought to have been aware of the disciplinary misconduct would be welcome, effectively giving him the opportunity to apply the disciplinary sanction.

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Consideraţii privind perioada de probă a noului angajat
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Consideraţii privind perioada de probă a noului angajat

Author(s): Andreea Popescu / Language(s): Romanian Issue: 2/2019

No matter how accurate and elaborate the recruiting process is, nobody can actually predict how the activity of a new employee will progress and how will he/she relate to the other colleagues. Therefore, testing the new employee during a trial period after concluding the individual employment contract will entail advantages and disadvantages for both parties, the employer and the employee.

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Scurte consideraţii privind clauzele contractului individual de muncă
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Scurte consideraţii privind clauzele contractului individual de muncă

Author(s): Andreea Popescu / Language(s): Romanian Issue: 3/2019

Les clauses contenues dans un contrat de travail individuel peuvent être essentielles ou particulières. Contrairement aux primes, qui sont obligatoires et dans lesquelles la relation de travail entre l’employé et l’enployeur ne pourrait pas être élaborée, les clauses spéciales sont celles qui peuvent faire défaut ou peuvent être négocies et insérées dans le contrat, en function de la spécificité de l’emploi, l’intérêt de l’employeur et, dans certains cas, la particularité de ccertaines informtions qui doivent rester secretes vis‑à‑vis de tiers.

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Modificarea unilaterală a contractului individual de muncă. Particularităţi
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Modificarea unilaterală a contractului individual de muncă. Particularităţi

Author(s): Diana Andreea RÎCIU / Language(s): Romanian Issue: 4/2019

As an exception, the modification of the individual employment contract is possible as a result of the unilateral decision of the employer, without of the employee’s consent being needed in this regard, only in the cases and under the conditions expressly provided by law, which is always temporary. Any other amendment of the individual labor contract is possible only by mutual consent, under the principle of mutual consent.

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Contractul individual de muncă în regim de telemuncă. Contractul individual de muncă la domiciliu. Clauze specifice
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Contractul individual de muncă în regim de telemuncă. Contractul individual de muncă la domiciliu. Clauze specifice

Author(s): Elena Zainea / Language(s): Romanian Issue: 2/2020

1. Telemunca. Noţiune. Scurtă prezentare a clauzelor specifice conţinute în contractul de telemuncă 1.1. Noţiune Având ca sursă Acordul‑cadru european asupra telemuncii[1] Legea nr. 81/2018 precizează în art. 2 lit. a) că telemunca este „forma de organizare a muncii prin care salariatul, în mod regulat şi voluntar, îşi îndeplineşte atribuţiile specifice funcţiei, ocupaţiei sau meseriei pe care o deţine, în alt loc decât locul de muncă organizat de angajator, cel puţin o zi pe lună, folosind tehnologia informaţiei şi comunicaţiilor”. Obiectul său este specific deoarece constă în prestarea unei munci cu mijloace informatice. Telemunca poate fi efectuată la locul de muncă a angajatorului, dar este efectuată, în mod regulat, în afara acestuia.

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Invenţia de serviciu – conţinutul conceptului, în continuare...
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Invenţia de serviciu – conţinutul conceptului, în continuare...

Author(s): Mircea Dub / Language(s): Romanian Issue: 4/2020

The constant tendency of reuniting the individual within some communities, which evolved from the tribal to the state level, was also manifested in the plan of activities specific to industrial property, where the author of technical solutions began with constant character to appear increasingly developed associative forms, in which he joined in various ways, but also as an employee, a perspective from which arose the need to clarify the owner of the intellectual creation: the employing unit or the employee inventor.

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Scurte comentarii privind modificările aduse Codului muncii prin O.U.G. nr. 36/2021 respectiv O.U.G. nr. 37/2021
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Scurte comentarii privind modificările aduse Codului muncii prin O.U.G. nr. 36/2021 respectiv O.U.G. nr. 37/2021

Author(s): Costel Gîlcă / Language(s): Romanian Issue: 1/2021

Prin O.U.G. nr. 36/2021 şi O.U.G. nr. 37/2021, ambele publicate în acelaşi Monitor oficial (nr. 474 din data de 6 mai 2021), Codul Muncii a fost modificat în sensul introducerii semnăturii electronice avansate sau semnăturii electronice calificate, însoţite de marca temporală electronică sau marca temporală electronică calificată şi sigiliul electronic calificat al angajatorului în domeniul relaţiilor de muncă (O.U.G. nr. 36/2021), respectiv reglementarea utilizării fişei postului şi a regulamentului intern, în cazul microîntreprinderilor.

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Modificarea articolului 34 din Codul muncii prin Legea nr. 138/2021. Scurte consideraţii cu privire la documentele şi adeverinţele eliberate de angajator
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Modificarea articolului 34 din Codul muncii prin Legea nr. 138/2021. Scurte consideraţii cu privire la documentele şi adeverinţele eliberate de angajator

Author(s): Costel Gîlcă / Language(s): Romanian Issue: 2/2021

Modificarea aduse art. 34 din C. muncii prin L. nr. 138/2021 este o dispoziţie în legătură cu o situaţie specială a angajatorului, respectiv insolvenţă, faliment sau lichidare. În consecinţă, administratorul judiciar/lichidatorul are obligaţia să elibereze un singur document, aceasta fiind o obligaţie şi nu un răspuns la o cerere administrativă a angajatului în legătură cu activitatea desfăşurată de acesta, durata activităţii, salariul, vechimea în muncă, în meserie şi în specialitate. Nu se confundă cu situaţia reglementată de art. 34 alin. (5) coroborat cu art. 40 alin. (2) lit.h) din C. muncii (angajatorul având o activitate normală, obişnuită) ipoteză în care în mod evident angajaţii sau foştii angajaţi pot face mai multe cereri administrative pentru eliberarea de adeverinţe sau documente în legătură cu activitatea desfăşurată.

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Consideraţii cu privire la prestarea muncii în condiţiile art. 137 alin. (4) din Codul muncii
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Consideraţii cu privire la prestarea muncii în condiţiile art. 137 alin. (4) din Codul muncii

Author(s): Eduard Traian Nicolau / Language(s): Romanian Issue: 3/2021

The provisions of art. 137 para. 4 of the Labor Code allow the performance of the employees’ activity in a period of up to 14 consecutive days, with the granting of the cumulative weekly rest, for exceptional situations. But this organization of work and of the weekly rest cannot be done by the employer, by his simple manifestation of will. In order to be able to organize the weekly restin this way, the employer needs the agreement of the union and the authorization of the territorial labor inspectorate. We see, therefore, that, without benefiting from the two sine qua non conditions, the employer cannot exercise his power to organize the undertaking ‚s activity. This situation provided by the Labor Code is quite poorly regulated, because in practice there may be cases in which both employees and the employer want to perform / organize the activity under the conditions of art. 137 para. 4 of the Labor Code, as the case may be, but cannot undergo such an activity due to the refusal of the trade union or of the territorial labor inspectorate. In this case, is the agreement of the employees an act that could replace the agreement of the union and the authorization of the territorial labor inspectorate?

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Concedierea disciplinară a salariatului temporar aflat la dispoziţia utilizatorului
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Concedierea disciplinară a salariatului temporar aflat la dispoziţia utilizatorului

Author(s): Andreea Miclea / Language(s): Romanian Issue: 1/2022

Specificitatea muncii salariatului temporar rezidă în faptul că îi sunt aplicabile nu numai clauzele contractului de muncă temporară, regulile interne şi contractul colectiv de muncă valabil la nivelul agentului de muncă temporară, ci şi prevederile convenţiei colective de muncă de la nivelul utilizatorului şi orice alte norme interne ale acestuia, aduse la cunoştinţa angajatului temporar. Aşadar, salariatul temporar este obligat să respecte normele legale, convenţionale şi interne valabile şi la nivelul unităţii utilizatorului

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Discriminare în relaţiile de muncă determinată de activitatea sindicală. Sarcina probei – exigenţe şi limite
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Discriminare în relaţiile de muncă determinată de activitatea sindicală. Sarcina probei – exigenţe şi limite

Author(s): Anghel Răzvan / Language(s): Romanian Issue: 1/2022

În Hotărârea din 8 martie 2022 pronunţată în cauza Zakharova ş.a. c. Rusia[1], Curtea Europeană a Drepturilor Omului a avut ocazia să reitereze principiile referitoare la sarcina probei în materia discriminării, de data aceasta în referire la tratamentul discriminatoriu în relaţiile de muncă determinat de activitatea sindicală.

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Aspecte practice privind evaluarea profesională a candidaţilor şi a salariaţilor din perspectiva politicilor anti‑discriminare
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Aspecte practice privind evaluarea profesională a candidaţilor şi a salariaţilor din perspectiva politicilor anti‑discriminare

Author(s): Ioana Cristina Neagoe‑Diniţă / Language(s): Romanian Issue: 2/2022

Anti‑discrimination policies have become increasingly important in the context of globalization, which requires the removal of most cultural barriers. The issue of discrimination in the context of professional appraisal of employees is important at all stages of the employment relationship: from recruitment and selection, employment and the execution of employment. One can even speak of ethics of appraisal, non‑discrimination and equal opportunities aiming at all possible effects of evaluation, concerning formal human resources processes such as promotion, benefits, but also informal ones, related to motivating employees by allocating jobs and projects that may or may not generate job satisfaction.

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Metaverse-based 3D Visual Modeling, Virtual Reality Training Experiences, and Wearable Biological Measuring Devices in Immersive Workplaces
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Metaverse-based 3D Visual Modeling, Virtual Reality Training Experiences, and Wearable Biological Measuring Devices in Immersive Workplaces

Author(s): Doina Popescu LJungholm / Language(s): English Issue: 1/2022

Based on an in-depth survey of the literature, the purpose of the paper is to explore metaverse-based 3D visual modeling, virtual reality training experiences, and wearable biological measuring devices in immersive workplaces. In this research, previous findings were cumulated showing that virtual work meetings, settings, and collaboration tools can be enhanced by use of massive computational resources, blockchain networks, and virtual testing capabilities, and I contribute to the literature by indicating that virtual meetings, teamworks, and workspaces can be enhanced by cognitive technologies, movement and behavior tracking, voice biometrics, and machine vision-powered state detection and verification. Throughout February 2022, a quantitative literature review of the Web of Science, Scopus, and ProQuest databases was performed, with search terms including “metaverse” + “3D visual modeling,” “virtual reality training experiences,” “wearable biological measuring devices,” and “immersive workplaces.” As research published in 2022 was inspected, only 82 articles satisfied the eligibility criteria. By taking out controversial or ambiguous findings (insufficient/irrelevant data), outcomes unsubstantiated by replication, too general material, or studies with nearly identical titles, I selected 12 mainly empirical sources. Data visualization tools: Dimensions (bibliometric mapping) and VOSviewer (layout algorithms). Reporting quality assessment tool: PRISMA. Methodological quality assessment tools include: AMSTAR, Dedoose, Distiller SR, and SRDR.

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Virtual Employee Training and Skill Development, Workplace Technologies, and Deep Learning Computer Vision Algorithms in the Immersive Metaverse Environment
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Virtual Employee Training and Skill Development, Workplace Technologies, and Deep Learning Computer Vision Algorithms in the Immersive Metaverse Environment

Author(s): Mark Hawkins / Language(s): English Issue: 1/2022

In this article, I cumulate previous research findings indicating that virtual reality and text analytics tools are instrumental in performance metric analysis as regards virtual work, remote workforce, and collaborative remote work. I contribute to the literature on virtual employee training and skill development, work- place technologies, and deep learning computer vision algorithms in the immersive metaverse environment by showing that virtual reality-based recruiting tools integrate sensory immersion, sentiment data, voice biometrics, and cognitive computing systems across 3D digital worlds. Throughout March 2022, I performed a quantitative literature review of the Web of Science, Scopus, and ProQuest databases, with search terms including “metaverse” + “virtual employee training and skill development,” “workplace technologies,” “deep learning computer vision algorithms,” and “immersive environments.” As I inspected research published in 2022, only 83 articles satisfied the eligibility criteria. By eliminating controversial findings, outcomes unsubstantiated by replication, too imprecise material, or having similar titles, I decided upon 14, generally empirical, sources. Data visualization tools: Dimensions (bibliometric mapping) and VOSviewer (layout algorithms). Reporting quality assessment tool: PRISMA. Methodological quality assessment tools include: AXIS, Dedoose, ROBIS, and SRDR.

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Working in the Metaverse: Virtual Recruitment, Cognitive Analytics Management, and Immersive Visualization Systems
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Working in the Metaverse: Virtual Recruitment, Cognitive Analytics Management, and Immersive Visualization Systems

Author(s): Pavol Durana,Tomáš Krulický,Edward Taylor / Language(s): English Issue: 1/2022

The aim of this systematic review is to synthesize and analyze working in the metaverse. With increasing evidence of workplace technologies on blockchain-based metaverse platforms, there is an essential demand for comprehending whether extended reality technologies can drive significant levels of work efficiency and productivity in the metaverse economy through intensive immersions. In this research, prior findings were cumulated indicating that metaverse employee socialization entails immersive job training, remote working, and virtual work meetings. We carried out a quantitative literature review of ProQuest, Scopus, and the Web of Science throughout March 2022, with search terms including “metaverse” + “virtual recruitment,” “cognitive analytics management,” and “immersive visualization systems.” As we analyzed research published in 2022, only 78 papers met the eligibility criteria. By removing controversial or unclear findings (scanty/unimportant data), results unsupported by replication, undetailed content, or papers having quite similar titles, we decided on 11, chiefly empirical, sources. Data visualization tools: Dimensions (bibliometric mapping) and VOSviewer (layout algorithms). Reporting quality assessment tool: PRISMA. Methodological quality assessment tools include: AXIS, Distiller SR, ROBIS, and SRDR.

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