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Appendix
Brief Description of Relevant Laws, Labor Regulations and
Additional references including some Notes from Other
Studies that were used in the Coding of LAMRIG
Appendix to Campos, N. and J. Nugent (2012), The Dynamics of
the
Regulation of Labor in Developing and Developed Countries since
1960.
ALBANIA
1993: Act No. 7724 of 22 June 1993 on the regulation of working
time and leave.
Is applicable to employees of both public and private sectors.
Defines various concepts such as
salary, contains provisions on working hours for employees
working under difficult conditions as
well as provisions relating to overtime and the time of leave
(daily, weekly, annual, additional,
special, special). Act No. 7780 of 22 December 1993 amending Act
No. 7651 of 21 December
1992 on official holidays. When holidays fall on a Saturday or
Sunday, the holiday is postponed
until the following business day. Date of entry into force:
1993-12-22
1995: Law No. 7961 of 12 July 1995 promulgating the Labour
Code.
Presents the fundamental rights of the worker (prohibition of
forced labor and discrimination,
freedom of association). Defines the terms of employment
contract, group contract, part-time
work, homework and learning contract. Establishes the respective
obligations of the employee
(personal performance of work, responsibility, restraint of
trade after the end of the employment
relationship) and the employer (Protection of personality,
commitment, work certificate). Specifies
actions that must be met for the safety and health of workers.
Contains provisions on working
hours and holidays as well as wages (fixing, payment,
protection). Provides for special protection
measures for young men and women (minimum age, light work,
medical, maternity leave, night
work). Regarding labor relations, said the terms and conditions
of availability of employees,
transfer and termination of employment relationship (permanent
contract, term, termination with
immediate effect). It contains provisions relating to collective
labor agreements (content, parties,
scope, related persons, negotiations) and unions (creation,
status, freedom of association,
prohibition of interference, dissolution). Also set out
procedures for dealing with disputes, the
labor administration and sanctions.
2003: Act No. 9125 of 29 July 2003 on amendments and supplements
to the Law No. 7961 of 12
July 1995 promulgating the Labour Code, amended by Law No. 8085
of 12 March 1996.
Amends provisions relating to the employment contract, the
prohibition of competition after the
expiry of the realtion work, prohibition of work presenting
hazards to the health of pregnant
women and nursing mothers, the daily hours of work (no more than
8 hours), weekly hours of
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work (not more than 40 hours), the compensation for work
performed on holidays, the prohibition
of employment of minors under 16 years, the prohibition of
women's work 35 days before and 42
days after delivery, the prohibition of pregnancy testing in
hiring except for cases in which the
work is likely to harm the health of expectant mothers, and
termination of contract by the
employer. Also contains provisions relating to trade unions and
representative bodies of employers
and employees. Amends Chapter 8 on mediation, conciliation and
arbitration and the provisions
concerning the right to strike. Text embedded in the English
translation of the Labour Code. Date
of entry into force: 2003-09-03
2009: Order No. 409 of 22 April 2009 amending Order No. 207 of 9
May 2002 on the designation
of difficult and dangerous work.
Provides for a maximum working week to 48 hours per week
ALGERIA
1974: Labor code enacted.
1976: Constitution declares numerous explicit rights of workers
(articles 5, 6), specifies 40 hour
week, 5 days, with 12 hour maximum, 2.5 days of paid vacation
for month worked. Extremely
tight limits on temporary or short term contracts: for
replacement of absent worker, seasonal work
and subject to inspection with penalties to firm if not
approved. (articles 11, 12, and 13)
1978: Law 78-12 of 5 August
1982: Law 82 of Feb 27 Laws passed to strengthen protection of
minors
1984: Decree no 84-354 of November 1984
1990: Law 90-11 of 21 April New labor code that eliminated
collective bargaining and introduced
greater flexibility in alternative contracts (large decrease in
regulation)
1994: Law 94-09 law tries to make firms consider other options
before laying off workers (moving
from full-time to part-time). To be able to lay off firms will
have to appear before a judge to
document that he engaged in the entire appropriate alternative
before laying off. Articles 69-71.
But overall this makes it easier for firms to lay off workers
and state gives some support to the
workers and through active job placement Boni (2009) p 11)
1996: Ordinance 96-21 of 9 July. Minor tightening of constraints
on use of fixed term contracts
and increased penalties to employers for violations
2006: Convention on collective contracts involving industry and
labor unions adopted in
Economic and Social National Pact of 30 September pledges the
parties to serve as dialogue to
achieve social goals.
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While no change since 1997 except for journalists has been
identified in the labor laws posted on
NATLEX, LEXADIN, Boni (2009) reported that revision of labor law
was being discussed in
2009.
Bouklia-Hassane (2009) comments that Algerias liberalization of
labor markets was accompanied
by the introduction of an unemployment insurance scheme that
offered declining compensation for
unemployed over time so as not to discourage job search and
acceptance. This program, however,
has been only very partially implemented.
World Bank 2007 showed Algeria to have a world average score on
their hiring and firing index
and with no appreciable reform since 2003
European Commission 2010 V. 2, p 112. the rigidity of the
Algerian labor market and its
regulations has led to hiring in of workers from foreign firms
which are not subject to the labor
market regulations. Points to the rigidities contained in the
Constitution of 1976
Kpodar (2007) asked why unemployment rates were so high in
Algeria. He used panel data across
countries and over time for 10 MENA and 14 Transition Countries
This study examines the
relative importance of various alternative explanation for why,
despite its sharp fall in its
unemployment rate between 1995 and 2005, Algerias average
unemployment rate is higher than
either the MENA average or the Transition Economy average.
Explanatory factors include labor
market rigidities, taxes on wage rates, social security payments
by the employer and firing costs
but also macroeconomic factors that change over time such as
labor productivity, real interest
rates, inflation rates, terms of trade shocks and lagged
unemployment rates. Terms of trade during
the 1995-2007 period helped employment and GDP growth averaged
over 4% per annum 1995-
2005. The results show that differences between Algeria and any
particular country over time are
better explained by the macroeconomic shocks and in particular
low labor productivity and civil
disturbances than by the labor and tax wedge variables. But in
view of the fact that no variations in
the labor variables or tax variables over time were introduced,
and that labor market regulations
can affect labor productivity and the lagged unemployment rate
that were included in most
specifications, this claim was at best exaggerated. Doubts can
also be raised about the validity of
the instruments used for labor productivity (financial
development and human capital) to deal with
endogeneity of labor productivity, reverse causation and omitted
variables. Then interaction terms
are included for MENA dummy with labor productivity, lagged
unemployment rate, and terms of
trade, these tend to show that the differential effects of these
variables on Algerian unemployment
are more the differentials between Algeria and Transition
Economies, not so much those with
other MENA countries. Nevertheless, in his policy
recommendations Kpodar mentioned
advantages of shortening notification period, and tme until
layoffs can become effective and
removing requirement of privatized firms not to lay off
workers.
World Bank 2007 suggested that the impressive reduction in
unemployment rates from 30% in
1999 to 15% in2005 was attributed to active labor market
policies providing subsidized short term
employment in public works or at home. Should these have not
been considered employed, there
would have been essentially no reduction in unemployment
rate.
Additional references:
http://www.pogar.org/publications/other/laws/labor/labor-alg-90-e.pdf
http://www.pogar.org/publications/other/laws/labor/labor-alg-90-e.pdf
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http://www.nationsencyclopedia.com/economies/Africa/Algeria-WORKING-CONDITIONS.html
ANGOLA
1975: Decree no. 30 by repealing the decree no. 38,596, of
January 4, 1952 [SL 1952-On. 1], and
all other legislation contrary. It repeals previous legislation
on holidays and official holidays sets
new paid during which work is prohibited, unless special
provision to that effect.
1977: Decree no. 50 of June 7, 1977 by establishing working
hours of forty-four hours a week in
all sectors of national activity. Repealed any provision
contrary to this decree.
1982: Decree no. 61/82 by regulating working hours.
1984: Decree no. 16/84, 24 August, which approves the
regulations of Chapter III of the Act in
general work on the legal employment relationship established
through the contract.
Colectnea of Legislao do Trabalho, 1991 -06, Angola, p.
27-31
Establishment of labor legal relations, capacity to contract,
contract duration, periods of fixed term
contract, modification, suspension and termination of
employment.
1985: Executive Decree no. 12/85, to February 16, which lays
down rules for the application
forms and payment systems. Colectnea of Legislao do Trabalho,
1991-06, Angola, p. 246-247.
There will be two forms of payment: performance and time, each
comprising different systems:
individual or collective performance by adjusting for hourly,
daily wage, monthly, etc.
1987: Executive Decree no. 30 for approving the rules of
entitlement to leave. Regulates the right
to paid annual leave guaranteed to all workers. The predicted
maximum annual period is 30
calendar days.
1989: Decree no. 44/89, for approving the statutory minimum wage
rates and methodology for the
development of qualifiers for all occupations. Decrees Nos.
revoked. 87/81, of October 26, 11/87
of June 27 and Executive Order No. set. 41/81 of 18
November.
1991: The salary scale approved by the decrees nos. 87/81 and
11/87, becomes the statutory
minimum wage rates for employees of state agencies and state
enterprises, joint ventures, joint
ventures, private and cooperative and the social and mass
organizations. Approving the
methodology for the development of qualifiers for all
occupations.
Decree no. 59/91, which provides for workers in state
enterprises, private and joint ventures, a
mandatory minimum wage scale. Revokes items 1-4 of Decree 44/89,
of August 5 and Article 1 of
Decree no. 25/90 of 28 September.
Decree no. 8-G/91: regulates working hours, regulating the hours
of operation of businesses and
services and work schedules. It recognizes the principle of
flexibility, depending on the nature of
the activity and the subordination of the working hours of the
operation of the company, always
respecting the limits of working hours set by law.
http://www.nationsencyclopedia.com/economies/Africa/Algeria-WORKING-CONDITIONS.html
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Decree no. 32/91 on layoffs. Regulates the process of
termination of the legal employment through
collective dismissal, for the reduction of the workforce
considered surplus to the implementation
of the measures of downsizing or reorganization. Also included
in this decree workers in state
enterprises and joint ventures and agencies that are in the
situation described above. It is
considered collective redundancies which affects five or more
workers within three months.
2000: General Labour Law no. 2/00. Lei Geral do Trabalho, 2000,
National Imprensa-UEE,
Luanda, Angola, 153 p. Lei Geral do Trabalho, 2000, Ministrio da
Public Administrao
Emprego e Segurana Social, Angola, Edio do Trabalho Legislao
Portuguese Language
Countries, 2006-04, Carlos Antunes and Carlos Perdigao, Angola,
p. 655-775. It
consists of fourteen chapters divided into sections and
subsections. Define the scope of the law and
exclusions, establishes the right to work and prohibits forced
or compulsory. It covers, among
other things, the constitution of the juridical and labor, the
employment contract, the special
procedures of the employment contract, the contract of
apprenticeship and vocational training
contract, the contents of the juridical and labor, the powers ,
rights and duties of the parties, labor
discipline, changes in legal and labor relations, change of
employer, transfer to different functions
or new jobs, delivery conditions, occupational safety and health
work, occupational medicine,
duration and temporal organization of work, night work, working
hours, the suspension in the
provision of work, holidays, leave without pay joys, suspension
and termination of the legal and
labor, social and cultural promotion of workers and ensuring the
rights arising from the juridical
and labor.
2001:
http://www.dol.gov/ILAB/media/reports/iclp/tda2001/angola.htm Child
age registration
program initiated to prevent worst of child labor, index number
increases .05
2003: Law no. 7/03 on national holidays. Establishes the
national holidays of the Republic of
Angola and governs the suspension of work activity, overtime on
holidays and illegal clauses are
void of individual employment contracts that establish holidays
other than those specified in this
law. Repeals the laws nos. 16/96, of 27 September 1996 and 1/01
of March 23, 2001. Date of entry
into force: 2003-03-21
ARGENTINA
1929: Law 11.544, Art 1: Max hours: 8 per day, 48 per week with
exception of agriculture and
domestic servants
1953: Ley 14250 of October 1953
1957: Constitution
1967: Law 35041
1974: Law 20 744
http://www.dol.gov/ILAB/media/reports/iclp/tda2001/angola.htm
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1976: Regimen de Contrato de Trabajo SL Art 201 Overtime pay
premium 50%, 100% if on
weekends and holidays
1980: Law of Labor Contracts Modified August 1, 1980. Contracts
are of permanent type unless
otherwise specified in exceptional circumstances. But fixed term
contracts could freely be chosen
according to Article 93, 96, 97, 100 e.g., in works of art that
take some time to carry out but only
once. Allows for apprentice contracts of between 3 months and 24
months for youths 14-25 years
of age. Art 109-110 Allows firms to make agreement with workers
to share of sales or profits. Art
150 : 28 days for up to and including 20 year, 35 days after
that. Art 155 Vacation pay at regular
wage. Art 245 Indemnity for dismissal w/o cause for worker with
3 years experience is 3 months
1988: Decree 108/88 modifies 1953 law with respect to union
contracts, power and asset
monopolies
1991: National Employment Act Law 24013 which put cap on
severance pay. Article 17 says that
in case of doubt about term of contract it will be considered a
permanent one .
1994: El Derecho Laboral del Mercosur Law No. 16.459
1994: Constitution and Resolucion 1144 of 1994 by Min. of Labor
approves short term contracts
1995: Law 24465 provides for contract labor apprentice work in
order to promote employment .
This widening was specifically for unemployed youth 15-28 years
of age,
1996: Occupational safety insurance increased,
1998: Law 25013 lowered severance pay but also restricted the
fixed term contracts and shortened
the probationary period on regular contracts. Allowed for
apprentice contracts 3months -12
months Art 1. Art 7 resets indemnity for dismissal after 3 years
of service down to 1month pay
2000: Law 25, 250 Permanent or indefinite contracts allowed to
have 3 months trial period and in
small enterprises this could be 6 months and contract can be
modified up to 12th
month. Wage
subsidies offered for older unemployed workers. Resolution No
303 /2000 Extends the exceptions
to the rules concerning permanent contracts. Decreto 484 sets
rules on maximum hours of
overtime in month and year. New labor code passed that was
considerably more flexible
(lengthened probationary periods,ended automatic renewal of
contracts.)
2001: Crackdown on informal labor?? Imposed in December 2001 to
safeguard the banking
system forced some of the informal sector into the official
economy by making it illegal and very
difficult to pay workers in cash. These new measures resulted in
layoffs for tens of thousands of
workers in the informal sector, whose employers could no longer
obtain cash to pay them.this
increases the amount of social security benefits
companies/workers must pay
2002: Decreto 264 regulates procedures for dismissals without
justification Art 16 of Law 24.561
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2004: Ley 25877 Deals with termination of Provisional contracts.
Art 245: indemnity for
dismissal without cause is 3 months wages for someone with 3
years of service.
http://www.dol.gov/ILAB/media/reports/flt/argentina-2002.htm
ARMENIA
1972: Labor Code of Armenian SSR of June 16, 1972
1991: Law of the Republic of Armenia On Employment of the
Population Dec 27, 1991
1996: Law of Dec 3, 1996
1997: Resolution of Govt. of Armenia May 8, 1997 N 130
concerning mass dismissals
2000: New labor code passed that was considerably more flexible
(lengthened probationary
periods,ended automatic renewal of contracts New Labor Code 2005
of October 24 2005:
minimum annual paid leave is now 24 days (compared to 15 days
under old law)1
2006: Amendment: provides that a labour contract cannot be
cancelled while a woman is pregnant
or during maternity leave unless medical consent is obtained
Additional references:
http://www.state.gov/e/eeb/ifd/c9787.htm (compare 2005 and 2006
reports)
http://www.ilo.org/dyn/natlex/natlex_browse.details?p_lang=en&p_country=ARM&p_classificati
on=01.02&p_origin=SUBJECT
Hayk Hovhannisyan, Armenian Arbitration Reforms - EUROLAWYER.
The Magazine of the
European Young Bar Association, December 2001, issue 14 (in
English).
Muravyev 2010
AUSTRALIA
1981: Industrial Relations Act 1981
1991: Occupational Health and Safety Act 1991 (No. 30 of
1991)
The Act attempts to secure the health, safety and welfare at
work of employees of the
Commonwealth (Part II); to protect persons at or near workplaces
from risks to health and safety
(Part III); and to ensure that expert advice is available on
occupational health and safety matters
(Part IV).
1993: Industrial Relations and Other Legislation Amendment Act
1993 (No. 109, 1993)
Amends the Industrial Relations Act 1981 by inserting a new
Division 1A relating to Industrial
Registry and Industrial Registrar. Amends the Maternity Leave
(Commonwealth Employees) Act
of 1973 in respect to persons employed in Parliamentary
Departments and maternity leave of
http://www.dol.gov/ILAB/media/reports/flt/argentina-2002.htmhttp://www.state.gov/e/eeb/ifd/c9787.htmhttp://www.ilo.org/dyn/natlex/natlex_browse.details?p_lang=en&p_country=ARM&p_classification=01.02&p_origin=SUBJECThttp://www.ilo.org/dyn/natlex/natlex_browse.details?p_lang=en&p_country=ARM&p_classification=01.02&p_origin=SUBJECT
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officers of the Public Service. Amends the Occupational Health
and Safety (Commonwealth
Employment) Act of 1991 in respect to notification and reporting
of accidents and dangerous
occurences. Amendments to the Remuneration Tribunal include
establishment of Remuneration
Tribunal, functions of Tribunal and inquiries and reports by
Tribunal. Amends the Sex
Discrimination Act 1984 by inserting new sections 50C and 50D
relating to referral of
discriminatory determinations to the Remuneration Tribunal and
the President's power to review
decision of the Commissioner not to refer a determination to the
Remuneration Tribunal.
1996: Workplace Relations Act Part I: Preliminary; Part II:
Australian Industrial Relations
Commission; Part III: The Court; Part IVA: Australian Industrial
Registry; Part IVB: Employment
Advocate; Part V: Inspectors; Part VIA: Minimum Entitlements of
Employees; Part VIB: Certified
Agreements; Part VIC: Paid Rates Award; Part VID: Australian
Workplace Agreements; Part VIE:
No-Disadvantage Test. Part VII: Co-operation with the States;
Part VIII: Compliance; Part VIIIA:
Payments in Relation to Periods of Industrial Action; Part IX:
Registered Organisations; Part X:
Cancellation of Registration; Part XA: Freedom of Association;
Part XI: Offences; Part XII:
Financial Assistance and Costs; Part XIII: Miscellaneous; Part
XIV: Industrial Relations Court of
Australia; Part XV: Matters referred by Victoria.
2002: Workplace Relations Legislation Amendment Act 2002 (No.
127, 2002)
Makes miscellaneous amendments to Safety, Rehabilitation and
Compensation Act 1988,
Seafarers Rehabilitation and Compensation Act 1992, Seafarers
Rehabilitation and Compensation
Levy Collection Act 1992, as well as a number of other acts
relating to National Labour
Consultative Council.
2005: Workplace Relations Amendment (Work Choices) Act (No. 153,
2005) Amends the
Workplace Relations Act 1996. Creates a national workplace
relations system, including the
establishment of the Australian Fair Pay Commission (AFPC) which
will set and adjust minimum
and award classification wages, minimum conditions of
employment; direct bargaining between
employers and employees; the role of the Australian Industrial
Relations Commission, particularly
in relation to regulation of industrial action; a simplified
system of awards; transmission of
business rules; protection of key award conditions in bargaining
processes; dispute settlement
procedures; extension of the compliance regime and transitional
arrangements.
2010: New labor code passed that was considerably more flexible
(lengthened probationary
periods, ended automatic renewal of contracts. Amends the Fair
Work Act 2009 to give effect to
state government referrals of certain workplace relations
matters to the Commonwealth (where
those referrals occur between 1 July 2009 and 1 January 2010).
Allows state governments to retain
workplace relations powers in relation to state public sector
employees and local government
employees if they choose to do so.
AUSTRIA
1967: A Federal Act to amend the Public Holidays (Cessation of
Work) Act (Text No. 264)
Amends section 1 (list of holidays)
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1969: Federal Act on arrangement of hours of work (Text 23)
Daily working hours are eight and
weekly hours are forty, from the beginning to the end of each
week without counting rest periods. Exceptions from this basic
regulation can be allowed under the circumstances set out under
sections 4 and 5 of this Act. For example: In case of necessary
emergency service and staggered
hours of work. Working time can also be prolonged when there is
a higher demand on work, but
this prolongation is limited to the extent that every employee
must work not more than five hours
overtime a week and sixty hours during a year.
1971: A Federal Act to amend the Hours of Work Act (Text No.
238). Amends sections 9, 10
(overtime at time-and-a-half) and 29. Amends: The Workers Annual
Leave Act (1957), The
Home Work Act (1960), The Domestic Servants and Salaried
Household Staff Act (1962), The
Salaried Employees Act (1921), The Doorkeepers and Hall Porters
Act (1970), The Chauffeurs
Act (1928)
1972: Contract Employees (Amendment) Act (No. 19) (Text No. 62)
Amends the Contractual
Public Employees Act of 1948 (Text 75)
1974: A Federal Act to amend the Hours of Work Act. Amends
sections 3, 9, 10 of the Hours of
Work Act (Text No. 461) (1969) 1975: Federal Act respecting the
coverage of part-time workers by the Salaried Employees Act
and the Estate Employees Act (Text No. 418)
1976: Federal Act to standardize the legislation concerning
holidays and the introduction of paid
leave to look after persons in need of car (Text No. 52b). Gives
each employee the right to take
paid holidays. The amount of time corresponds to the number of
years the employee has worked
for an employer. Sets out employees right to take extra paid
leave in the event that the employee
must look after persons in need of care living with him or her
in the same household, or if the
employee must care for children due to the absence of a regular
caretaker. This right is limited up
to a period of one week (subsection 16(1)), but may be extended
under conditions enumerated in
subsection 16(2)
1979: Federal act to establish workers claims to severance pay
(Text No. 80) Provides for severance pay in the event that an
employment contract is terminated by the
employer. This claim is not renounceable under any collective
agreement. The Act applies to all
civil law employment contracts.
1982: Insolvency Law (Amendment) Act (Text No. 370). Amends the
law relating to insolvency
Numerous amendments to the Settlements Code and the Bankruptcy
Code (both of 1914)
Provisions as to contracts of employment.
1983: Federal Act on weekly rest, rest periods, and statutory
holidays (Text 25). Employees must
have a weekly rest period of thirty-six hours without
interruption. During that time an employee
may only be working under the circumstances provided under
section 2, subsection 2 and sections
10 to 18 of this Act, where it is stipulated that only the
absolutely indispensable number of
employees to maintain the operation of a business can be
obligated to work by their employer,
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with exceptions made for certain special work. The same
principles also are valid for public
holidays.
1984: Ordinance of the Ministry for Social Administration
regarding exceptions from the Act on
weekly rest periods and public holidays (Text 26). Enumerates
branches in which special kinds of
work is allowed even during rest periods provided for in
legislation Federal Act on weekly rest,
rest periods, and statutory holidays (1983) (Text 25)
1987: Federal Act amending the 1948 Act on persons serving under
contracts of employment
(Text No. 238). The amendments set forth new rates for wages and
other payments. Refers to
conditions of Austrian citizenship and minimum age in relation
to the application of certain
sections. The Construction Workers Leave Act (1972) The title is
changed to The Construction
Workers Leave and Termination Act Introduces a new Division III
entitled Conditions of
Termination This governs rights to severance pay in various
cases The amount of severance pay
ranges from two months wages for a worker who has completed 156
weeks of employment to
twelve months wages for a worker having worked over 1200 weeks
Amends sections dealing with
administration of the Leave and Severance Pay Fund and its
financing It makes miscellaneous
conforming amendments. The Workers Termination Act (1979) A new
subsection is added to
section 2 in regard to calculating continuous service. The
Insolvency (Wage Guarantee) Act (1977)
Amended to provide, inter alia, that employers are to pay a
supplement
When the supplement has been paid, no claim to severance pay can
be made in case of insolvency
Federal Act amending the Working Hours Act as amended by BGBI
144/1983 (Text No. 647) Amends section 4 (5) to provide that
workers in sales and commerce may, over a 4 -week period,
work 44 hours in a particular week, as long as the normal
working hours for the 4-week period (as
defined in s. 3) or a collective agreement are not exceeded A
collective agreement may provide for
an extension of the period beyond 4 weeks
Ordinance of the Federal Ministry of Labour and Social Affairs
amending the Ordinance on work
certificates for entitlement to unemployment compensation (Text
No. 4). Concerns the calculation
of annual leave days as days worked in cases of a disagreement
over entitlement to such leave or
insolvency of the employer
1988: Order of the Federal Ministry of Labour and Social Affairs
amending the Order issued
under the Act on rest periods and weekly rest [BGBl. No.
144/1983]. Text No. 89. Federal Act
amending the Contracts of Employment Act 1948 and the Federal
Forestry Regulations (1986).
Provides for employees release from work to pursue training (30
working days annually). Governs calculation of time worked. Sets
forth wage and allowance rates.
1989: Federal Act (Text No. 344) adds the following activities
to the exceptions permissible under
the Order concerning rest on weekends and holidays: Transport of
perishable goods
Handling of certain radioactive medical products for a short
time. Certain activities related to
taking bets for the lottery and ensuring the verification of
data in relation thereto.
1990: Federal Act amending the Weekly Rest Act Amends sections 7
(5) and (17) Concerns
weekly rest for shift workers Makes provisions for the
employment of workers during weekends
and holiday and trade fairs. Amends The Parental Leave Act The
Maternity Protection Act 1979
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The Agricultural Labour Act 1984 The Employees Act The
Agricultural Employees Act The Holidays Act The Unemployment
Insurance Act 1977 The Labour and Social Courts Act The
Collective Labour Relations Act, The General Social Insurance
Act The Unpaid Leave
Allowances Act The Civil Service Act 1979 The Salaries Act 1956
The Pension Act 1965 The
Contract Public Employees Act 1948 The Labour Market Promotion
Act The Federal Act (BGBl
No. 300/1990) amending the Continuation of Wage Payment Act
1993: Ordinance of the Federal Minister for Labour and Social
Questions Amending the
Ordinance on Rest Periods Ordinance amending section III figure
18 of the Schedule to the
Ordinance on rest periods regarding exceptions for weekend and
public holiday rest
Federal Act amending the Land Workers Act of 1984 Amends the
provisions concerning part time
work and temporary employment, especially with regard to
maternity protections
Federal Act amending the Work Market Promotion Act, the Work
Constitution Act, the Act on
Employment of Foreigners, the Unemployment Insurance Act 1977,
the Special Support Act, the
General Social Security Act, the Holidays Act, the Employees
Act, the Estate Employees Act, the
House Employees Act, the Land Work Act, the General Civil Act,
the Actors Act and the
Residence Act Its changes are to insure employment and make
dismissals more difficult
1994: Federal Act to amend the Acts regarding wages, conditions
of employment and retirements
(Text No. 665), Ordinance of the Ministry of Labour and Social
Affairs amending the Regulation
concerning rest periods (Text No. 815) Concerns exceptions with
respect to the law regarding the
working week, Ordinance of the Ministry of Labour and Social
Affairs amending the Act
regarding rest periods (Text No. 851) Amendment with respect to
both weekly rest and statutory
holidays pursuant to section 12 of the Act concerning labour
rest periods, Ordinance amending the
Ordinance regarding rest periods (Text No. 942) Concerns
exceptions with respect to the Act
concerning weekly rest and public holidays
1995: Ordinance of the Ministry of Justice concerning minimum
income levels (Text No. 101) Sets forth the minimum wage level for
employees whose wages are deducted in order to pay off
debts Calculations are based on the employees average wage and
net income
1997: Act amending the Act regarding rest from work (Text No. 5)
Amends the Act regarding rest
from work. Allows work on Saturdays after 13 hours, provided
that the employee has the
following Saturday free This does not apply to certain types of
retail work, and collective
agreements may deviate from these provisions
Amendment of the Hours of Work Act and the Act on weekly rest
periods and statutory holidays
(No. 46) Amends provisions regarding the arrangement of working
time Allows normal working
time to be shortened or lengthened to permit more flexible free
time In shift work, the normal
working time can be extended up to 12 hours, as long as an
average of 40 hours a week is
maintained. Section 5 provides that works agreements or
enterprises not subject to a collective
agreement may extend normal working time to 60 hours a week int
eh case of on call workers
Provides for overtime pay, maximum hours of work, rest periods
for truck drivers, and the use of
working time credit systems, whereby workers can save up extra
hours of work
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12
Act amending Labour and Social Law (No. 139) Provide more
flexibility in working time and
conditions. Promote continued education through paid and unpaid
leave Allow for the temporary
replacement of workers on educational leave through part-time or
older workers Provides for a
possible substitution of unemployment benefit with continued
education benefit and solidarity
benefits for persons whose hours of work are reduced or who are
employed at a nominal level 2002: Federal Act amending the Act to
conform regulations concerning employment contracts Amends act to
conform regulations concerning labour contracts (AVRAG)
Prohibits
discrimination of employees with fixed-term contract vis-a-vis
those with a contract of unspecified
duration Obliges the employer to inform employees of fixed term
contracts about job openings
with contract of unspecified duration Makes provision for duty
of seller or buyer of a company to
inform employees of that company about certain aspects of the
transfer Amended Text: Federal
Act to conform regulations concerning employment contracts and
to amend the Acts regarding
employees and domestic servants to EU law (1993)
2006: Federal Act to amend the Federal Act concerning the
employment contract of employees Amends the Competition Clause (36)
concerning the termination of employment Enforced by
March 17, 200 Amended Text: Federal Act concerning employment
contracts (1921)
AZERBAIJAN
1971: Labor Code of Azerbaijan SSR of Dec 10
1991: Lawof the Republic of Azerbaijan June 27, 1991 On
Employment of the Population
1996: Law N25-1G of Feb 13, 1996 On the Resolution of Individual
Labor Disputes
1996: Law of May 21, 1996 On Individual Labor Contracts
1999: Labor Code of the Republic of Azerbaijan of Feb 1,
1999
2001: Law of July 2 2001 On Employment
2009: Law N 771-IIIGD of Feb 24, 2009 amending the Labor
Code
See Muravyev 2010
BAHRAIN
1976: Basic Law Law No 23 No limits on length or renewal of
fixed term contracts. Hours
flexibility quite high 8 hour day 48 hour week. Overtime 12
hours per week maximum. 25%
premium for overtime, 50% for night work. Longest day Paid
vacation 20 days after 20 years, not
especially generous 45 days of maternity leave, employer vcan
terminate worker for redundancy
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13
reasons though employee can request Ministry to reach settlement
with employer on his behalf. If
not settled can be referred to court. There are no rules
limiting employers right to choose
replacement of laid off worker. 30 day notice period. Severance
pay costs minimal (Angel-
Urdinols et al 2010).
1993: Legislative Decree No 14 of 1993.This law tightened
regulations of costs of repatriating
workers and made it mandatory to have a permit to hire
non-Bahraini workers +.03
2001: The Government of Bahrain ratified ILO Convention 182 on
March 23, 2001 eliminating
worst forms of child labor.
2006: Law 19 establishing Labor Market Regulatory Authority.
Imposes costs on employers for
repatriation of foreign workers. Aside from this no changes
since 1976 labor code. Bahrain
offers incentives to firms for having 30% of Bahrainis 1000 BD
per year to mid-size private
manufacturing firms (Fasano and Goyal (2004) Appendix I)
BANGLADESH
1929: The Trade Disputes Act of 1929 Developed the labour court
system. Provided for the
investigation/settlement of trade disputes and other relevant
matters. Difficulties that arose with
the legislation were remedied by the Defense of India Rules
(1939), which expired in 1947 1942: The Weekly Holidays Act of 1942
One Paid Holiday is allowed for those employed in any
shop, restaurant, or theatre.The government has the authority to
grant an additional half-day paid
holiday in a week
1946: The Industrial Employment (Standing Orders) Act of 1946
Required employers of industrial
establishments, employing 100+ workers to define their terms of
employment 1947: The Industrial Disputes Act of 1947. Enacted when
the Defense of India Rules expired.
Provided for the creation of industrial tribunals by the
appropriate government in British India.
Established a full tribunal for dispute resolution for the first
time in the nations history 1960: Industrial and Commercial
Employment (Standing Orders) Ordinance of 1960. This law
was replaced by the Employment of Labour (Standing Orders) Act
of 1965. Defines the
misconduct of workers, an employers right to lay off, dismiss,
discharge, retrench, or terminate
workers. Grievance procedures against employer action was
provided for as well
1961: The Minimum Wages Ordinance of 1961 Created the Minimum
Wages Board for the
fixation of minimum wages when there is no system of collective
bargaining in place. The board
can declare minimum wages of workers for specific industries,
but it cannot declare a national
minimum wage. Most of the time, wages are fixed through
collective agreements
1965: Employment of Labor Act of 1965. Act 8. The Industrial
Relations Ordinance of 1969
(including the Industrial Relations Rules of 1977). Provides for
the formation of trade unions and
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14
the regulation of relations between employers and workers. When
this ordinance was enacted,
there were three distinct laws regulating employer-employee
relations: East Pakistan Trade Union
Act of 1965 provided for the formation/function of trade unions,
East Pakistan Labour Disputes
Act of 1965 provided for the investigation and settlement of
labour disputes, East Pakistan
Employment of Labour (Standing Orders) Act of 1965 provided for
the regulation of conditions of
service of those workers employed in shops, commercial, and
industrial establishments. Note, the
East Pakistan Trade Union Act and the East Pakistan Labour
Disputes Act were repealed by the
Industrial Relations Ordinance of 1969 Public interest is
involved in industrial dispute settlement,
so resolution through labour courts is important. The labour
courts are responsible for the
maintenance of industrial peace.This is done through the
settlement of issues on labour
management problems. The courts are widely-supported by
employers and workers alike. The
Employment of Labour (Standing Orders) Act of 1965 provided a
grievance procedure for the
redress of individual worker grievances. These grievances were
pertinent to a workers
employment or conditions of work or infringement of policies.
Addresses cases of illegal
dismissal, discharge, layoff, retrenchment/termination of
service by victimization for trade union
activities, infringement of rights covered under the act. The
court had the power to provide remedy
to workers for any employer wrongdoing.
BELARUS
1972: Labor Code of Byelorussian SSR June 23, 1972
1991: Law of the Republic of Belarus of May 30, 1991 On
Employment of the Population
1992: Law N1962-XII of Nov 24, 1992 and December 15 amending the
labor code
1999: Labor Code of the Republic of Belarus July 26, 1999.
Decree of President N 29 of July 26,
1999
2006: Law N 125-Z if June 16, 2006 On Employment of the
Population
BENIN
1967: Ordinance No. 33 PR/MFPTT of 28 September 1967
promulgating the Labour Code
1974: Ordinance No. 74-23 of March 14, 1974 mandating the
periodic declaration of the state of
labor and employment. Ordinance No. 74-38 of 9 May 1974 amending
Order No. 33 PR/MFPT of
28 September 1967 promulgating the Labour Code. Decree No.
74-129 of 9 May 1974 laying
down areas of wages, minimum wages and guaranteed
inter-professional minimum values for
reimbursement of the daily ration of food and housing
1990: Act No. 90-004 of 15 May 1990 governing the declaration of
the workforce, hiring and
termination of labor contracts. Establishes a letter of
introduction for job seekers Benin and work
-
15
permits for foreigners. Submits the execution of a dismissal to
the employer by sending a notice to
the labor administration, except in cases of collective
dismissal. Allows private employment
agencies. Act No. 90-019 of 27 July 1990 laying down the legal
holidays in the Republic of Benin. Repeals Act No. 88-003 of 3
August 1988
1991: Decree No. 91-1 of 4 January 1991 laying down detailed
rules of Law No. 90-004 of 15
May 1990 governing the declaration of the workforce, hiring and
termination of labor contracts. Specifies the procedures for
opening and operation of employment agencies and contains
provisions relating to correspondence with the labour
administration for the dismissal of a worker
1997: Order No. 052/MFPTRA/DC/DT/SRT of 3 June 1997 pay rise
prioritized private sector and
semi-public governed by the Labor Code.Act No. 97-031 of 20
August 1997 on the establishment
of an annual festival of traditional religions.
1998: Act No. 98-004 of 27 January 1998 establishing the Labour
Code Generally gives more
importance to: Learning and the protection of apprentices
(Articles 1, 64 et seq.) The employment
of disabled persons (Articles 31 et seq) Planned hiring of
migrant workers (Articles 10, 26-30) Work of women and children is
the subject of the special protection measures (Sections 153,
166-
173)
1998: Order No. 035/MFPTRA/DC/SGM/DT/SRT of 24 July 1998 laying
down detailed rules for
the implementation of weekly rest. Decree No. 98-368 of 4
September 1998 fixing hours of
equivalence in companies governed by the Labour Code.
2000: Order No. 76 MFPTRA/DC/SGM/DT/SRT of 19 July 2000
implementing Article 35 of
Labour Code on the suspension of the employment contract due to
economic and financial
difficulties. Order No. 133/MFPTRA/DC/SGM/DT/SRT of 2 November
2000 Minimum Wage
prioritized upgrading the private sector and parastatal governed
by the Labor Code
2003: Decree No. 2003-201 of 10 June 2003 on raising the minimum
wage (SMIG)
2004: Order No. 029/MFPTRA/DC/SGM/DGT/DNT/SRT of 21 January 2004
laying down rules
on recovery of working hours. The hours of recovery are those
intended to fill the time lost as a
result of exceptional circumstances during a workweek in which
working time has fallen below the
legal limit. The fulfillment of these hours is decided by the
employer after consultation with
workers and opinion of the inspector. Order No.
469/MFPTRA/DC/SGM/DGT/DNT/SRT 31
December 2004 laying down provisions for part-time work Order
No.
468/MFPTRA/DC/SGM/DGT/DNT/SRT 31 December 2004 on detailed rules
of organization and
functioning of social services businesses Provides that any
business leader with at least 100
employees must enlist the aid of a social service for the
benefits of his employees. This service is
responsible for facilitating the personal lives of workers
2005: General Collective Labour Agreement of 30 December 2005
applicable to enterprises in the
private and parastatal. Includes provisions on: The formation
and execution of the contract,
Termination of the employment relationship (suspension, breach
of contract, dismissal, etc.) on
staff representatives, working hours and holidays
-
16
2006: Order No. 136/MFPTRA/DC/SGM/DGT/DNT/SRT 3 April 2006
laying down the
conditions for displaying quality hack and contact the
contractor to the workplace.
BOLIVIA
1939: Ley General del Trabajo de 1939
1943: Decreto 23 August 1943
1942: Basic Law is that of 1939 codified in 1942 regulating work
day, overtime , vacation time
etc. as captured in Botero et al for 1997. Art 48 48 hour per
week 8/day but could be adjusted
to be longer for reasons of machinery etc. But averaged over 3
weeks, it cannot exceed this.
canno7 hours at nighttwo hourse break per day 100% premium on
wages for Sundays and holidays
Vacation 1 week for 20 years.
Fixed term contracts up to one year of duration, renewable once
but possibly more if the employer
makes the case before an administrative authority Art 21) Art.
13 declares trial period in contracts
to be 3 months. Apprentice contracts allowed but have maximum
duration of two years. Art 55:
Overtime wage 100% above normal. Art 44 Over 20 year of work for
same employer, the worker
is entitled to one month paid holiday. Art 45 During vacation
worker is paid regular pay. Art 46
work max 8 hours per day 48 hours per week but with special
equipment involved it can be
extended tempoararily but must not exceed these amounts on
average over 3 week period. Art 61
Maternity leave at 50% pay for total of 60 days and right to job
retained. Art 57 Firms which had
obtained profits at the end of the year were obliged to
distribute a bonus to salaried employees of
at least 30 days of salary and to workers of at least 15 days of
salary. Art 13, 16 Without Just
Cause for someone with 3 years experience 3months salary. With
just cause no payment needed.
Bolivia does not require approvals or notification on
dismissals.
1962: Ministerial Resolution 283/62 of June 13 1962 Regular
contract of indeterminate duration is
the standard
1972: Ministerial Resolution 193/72 Any fixed term contract that
is renewed once becomes a
permanent contract
1990: tightens regulations on use of apprentices but allows
women to work at night, frees
employers of mandatory transportation provision, puts ceiling on
year- end bonuses that must be
paid by employers, allows employers to employ intermediaries for
workers distant to main facility
1992: tightens use of apprentices. Ceilings put on year- end
bonuses
1993: Decree 23570 July 26, 1993
1994 : Constitution
2003: Law 2450 of 2003 tightens regulations on workers working
in homes
-
17
BOSNIA AND HERZOGOVINA
1992: Regulations No. 1353/92 of 11 November 1992 on labour
relations in time of war or in the event of imminent threat of war.
Provides for labour relations in all types of activities
(enterprises,
funds, banks, organizations, public or private). Establishes
rights of soldiers who worked before
mobilization, conditions of job mobility and of temporary
termination of employment. Fixes cases
in which an absent worker does not receive his salary and
provides that no year holiday is granted
in the event of war.
Regulations No. 02-215/92 of 10 October 1992 on labour
obligation (Text No. 461). Provides for
organization of realization of labour obligation in 3
circumstances: war, imminent threat of war
and state of emergency. Establishes tasks to be fulfilled for
the armed forces and defines the Units
of obligatory labour.
1993: Labour Relations Act of 1993.
1999: Labour Code of 27 October 1999 (Text No. 271)
Deals, inter alia, with conclusion of labour contract, hours of
work, wages, termination of labour contract, exercise of rights and
obligations related to labour relations, conclusion of
collective
agreements, and settlement of collective labour disputes
2000: Labour Code of the District of Brcko of 2 November 2000
(Text No. 175) Labour Relations
Act of 1993, as amended to June 2000. Act of 15 August 2000 to
amend and supplement the
Labour Code (Text No. 265). Contains numerous amendments
concerning, inter alia, non-
discrimination, collective agreements, minimum age (15), labour
contracts and their interruption,
hours of work, special working conditions for women, maternity
leave, and termination of labour
relations. Available in English.
Employment Act (No. 01-626/00). Regulates employment,
unemployment insurance, financing of functioning of employment
office, rights of the unemployed as well as some related matters.
Part I
contains basic provisions. Part II and III provide for
activities of employment office. Part IV deals
with unemployment insurance. Part V provides for rights of
unemployed.
2002: Act of 25 July 2002 to amend and supplement the Labour Law
of the Republika Srpska
(Text No. 630). Contains numerous amendments relating, inter
alia, to trade union registration,
apprenticeship, temporary employment, complementary employment,
maternity leave, labour
inspection, and old-age benefits.
2003: Act of 14 April 2003 to amend and supplement the Labour
Code of the District of Brcko.
Amends Sections 19-21 on labour contracts for apprentices
2004: Act of 8 September 2004 to amend and supplement the Labour
Code of the District of
Brcko. Amends Sections 6, 39, 43, 45, 48, 56, 110, 114 and 115,
inter alia, on trade unions,
occupational safety and family benefits
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18
2005: Act of 31 October 2005 to amend and supplement the Labour
Code of the District of Brcko.
Amends Sections 12, 98, 110-111, inter alia, on labour contracts
and penal sanctions
2006: Act of 14 June 2006 to amend and supplement the Employment
Act (Text No. 1076) Amends several provisions relating, inter alia,
to unemployed persons and employment seekers
2008: Law of 17 July 2008 on Voluntary Work. Defines basic terms
related to voluntary work, conditions, principles, rights and
duties of volunteer and organizer of voluntary work, conditions
of contract-making etc.
BOTSWANA
1975: Regulation of Industrial Workers
1982: Employment Act. The Employment Act as amended lays down
minimum conditions of
employment for employees, whether citizen or expatriate,
employed in the private and parasternal
sectors. An expatriate employee should be in possession of a
valid work permit. Working hours:
Every employee shall be granted by the employer in every period
of 7 consecutive days a rest
period comprising at least 24 consecutive hours, which period
shall ordinarily be or include a
Sunday. Except as hereinafter provided, an employee shall not be
required under his contract of
employment to work more than an ordinary working period of 8
hours in any one day or more than
48 hours in any one week. An employee shall not be required or
permitted to work overtime for
more than 14 hours in any one week. There is no restriction on
night work except for children and
young employees. The premium for working on public holidays is
double of regular wage. Every
employer shall grant to every employee employed by him leave
with basic pay at the rate of not
less than 1.25 days per month, making 15 working days' leave in
respect of any period of 12
months. Redundancy Dismissal: Where an employer terminates
contracts of employment for the
purpose of reducing the size of his work force, he shall do so
in respect of each category of
employee, wherever reasonably practicable, in accordance with
the principle commonly known as
first-in-last-out. The employer shall forthwith give written
notice of that intention to the
Commissioner and to every employee to be or likely to be
directly affected by the reduction.
Where contracts of employment have been terminated for the
purpose of reducing the size of a
work force, the employer shall, if he again seeks employees in
the occupations to which those
contracts related, give priority of engagement, to such extent
as is reasonably practicable, to those
persons whose contracts of employment were so terminated.
Termination of Contract: where an
employee whose wages are payable in respect of any period
exceeding a day has been in
continuous employment for 10 or more years, the minimum length
of notice shall be 6 weeks.
1992: Employment (Amendment) Act 1992. No. 26 Amended in respect
of the definition of
"casual employee", "serious misconduct", the granting of
severance benefits, work during rest
periods, overtime, annual paid holidays, sick leave, and
maternity leave. The calculation of
severance pay: The severance pay is calculated at the rate of
one day's basic pay for each month
worked during the first 60 months of continuous employment and
two day's basic pay for each
additional month of continuous employment. This benefit is not
due to employees who will
receive a gratuity or a pension at the end of their contract of
employment. Quoted from
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19
http://www.elaw.co.za/african%20legislation/Botswana/labour_issues.pdf
The calculation of
severance pay after 20 years of employment:
(5*12*1+15*12*2)/5=84
1998: Worker's Compensation Act No. 23 of 1998 The Worker's
Compensation Act No. 23 of
1998 requires an employer to pay compensation to any employee
who is incapacitated through a
work-related injury or occupational disease. Employers are also
required to take up an insurance
policy to cover liability under the Act.Quoted from ILO
database:
http://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---
ilo_aids/documents/legaldocument/wcms_125673.pdf
2003: Trade Unions and Employers Organizations Act, 2003 2003
Act 14 increases the protection
of workers when firm becomes insolvent. The threshold of 30
workers to form a union was
eliminated in order to accommodate employees in small
enterprises. Labour Laws and Community
Based Organizations in Botswana
General summary of Botswana labor regulations:
http://www.elaw.co.za/african%20legislation/Botswana/labour_issues.pdf
BRAZIL
1943: Consolidation of Brazilian Labor Laws (CLT) The rights and
duties of employers and
employees in Brazil are set out in the so-called CLT, which is
the main statute regulating labor
rights in Brazil, issued in 1943. Labor rights are also
regulated by collective bargaining and
collective agreements. However, certain classes of employees,
such as civil servants and
employees of autarquias (autonomous government entities), are
excluded from the scope of the
Consolidated Labor Laws, as they are subject to special
regulations. Quoted from LEX Universal,
http://www.lexuniversal.com/en/articles/908 As explained by many
authors on Brazilian Labor
Laws, the early 1940s were a period of rather massive
rural-urban migration, where at the time
even urban jobs were largely unregulated, with many examples of
serious abuses of labor being
reported. For that reason President Getulio Vargas introduced a
new Constitution in 1943 with
Articles 6-11 directed to the rights of workers, one of them
stipulating that all workers when
dismissed had a right to severance pay funded by employers. On
May 1 of the same year was
published a large volume with a detailed set of labor
regulations: Law 5452 Consolidation of
Labor Laws
Overview of Labor and Employment Law in Latin America:
http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article
=1047&context=lawfirms&sei-
redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Db
razilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE
0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons
.ilr.cornell.edu%252Fcgi%252Fviewconte
nt.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-
24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-
jw#search=%22brazilian%20labor%20law%20overview%22
http://www.elaw.co.za/african%20legislation/Botswana/labour_issues.pdfhttp://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---ilo_aids/documents/legaldocument/wcms_125673.pdfhttp://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---ilo_aids/documents/legaldocument/wcms_125673.pdfhttp://www.elaw.co.za/african%20legislation/Botswana/labour_issues.pdfhttp://www.lexuniversal.com/en/articles/908http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1047&context=lawfirms&sei-redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dbrazilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.ilr.cornell.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-jw#search=%22brazilian%20labor%20law%20overview%22http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1047&context=lawfirms&sei-redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dbrazilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.ilr.cornell.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-jw#search=%22brazilian%20labor%20law%20overview%22http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1047&context=lawfirms&sei-redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dbrazilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.ilr.cornell.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-jw#search=%22brazilian%20labor%20law%20overview%22http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1047&context=lawfirms&sei-redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dbrazilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.ilr.cornell.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-jw#search=%22brazilian%20labor%20law%20overview%22http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1047&context=lawfirms&sei-redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dbrazilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.ilr.cornell.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-jw#search=%22brazilian%20labor%20law%20overview%22http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1047&context=lawfirms&sei-redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dbrazilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.ilr.cornell.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-jw#search=%22brazilian%20labor%20law%20overview%22http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1047&context=lawfirms&sei-redir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dbrazilian%2520labor%2520law%2520overview%26source%3Dweb%26cd%3D2%26ved%3D0CE0QFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.ilr.cornell.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1047%2526context%253Dlawfirms%26ei%3DShgsUPqtKYL3igK-24GgBg%26usg%3DAFQjCNGYJBEdPSKV4c5m2kEPQIKDm_P-jw#search=%22brazilian%20labor%20law%20overview%22
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Among these were Article 232 setting overtime pay at 25% above
the regular average, setting the
maximum of regular labor hours at 48, art. 375 prohibiting women
from working overtime without
having special medical and labor permits. Article 444 specified
a mandatory notice period of 30
days for dismissal of any worker. Details about severance pay
were mandated, including full salary
for the notice period, untaken vacation pay, 13th
month salary, all bonuses, overtime not yet paid
from an unemployment compensation fund (FGTS) financed by the
employer. If the dismissal was
initiated by the employer, a 40% penalty was imposed on the
employer.
1943: DECREE-LAW No. 5452, FROM 1 MAY 1943
http://www.planalto.gov.br/ccivil_03/decreto-lei/Del5452compilado.htm
1967: DECREE-LAW NO 127 OF 31 JANUARY 1967.
http://www.planalto.gov.br/ccivil_03/decreto-lei/1965-1988/Del0127.htm#art12
1985: Articles 451 and 453. Any repeat of a short term contract
becomes a permanent one, but
does allow for trial contracts and short term contracts for
temporary activities (Article 443). Also
allows for apprentice contracts for youth aged 12 to 18. During
first half of apprenticeship, wage
cannot be less than half the minimum wage and during the last
half at least 2/3 of that. Art 58
Stipulates maximum of eight Hours per day, 48 per week. Art 59:
Overtime pay must be at least
20% above the regular pay. Art 73 night time premium must be at
least 20%. Trial periods have
maximum of 90 days (Art 445). Art 130 After 5 years paid
vacation is 30 days, though discounted
for absences. Art 129 say that pay would be at regular rate. Art
457, 621 Allows firms to make
agreement with workers to share of sales or profits. Art 478:
Indemnity for dismissal without cause
is 3 months for someone with 3 years of service for people on
fixed term contracts it is half salary
for time remaining on contract.
1988: The New Constitution of 1988 increased minimum overtime
pay from 1.2 to 1.5 times the
normal wage and paid vacations by 33% of the normal wage,
maternity leave by 33% and reduced
maximum hours worked in a week from 48 to 44. The following are
changes about individual
rights in the Federal Constitution of 1988: The maximum working
time was reduced from 48
hours to 44 hours a week; For continuous shift, the maximum
daily journey was reduced from 8 to
6 hours; Minimum extra-time remuneration went from 20% to 50% of
the wage for a normal hour
work; One month a year paid vacations with a bonus of at least
one third of the value of the wage;
Previous notification of dismissal proportional to seniority in
the enterprise, to be regulated by a
future law; Increase in fine of non-justified dismissal from 10%
to 40% of the FGTS;
Unemployment-benefit as defined in the law. The first law was
voted in 1986, and revised in 1989.
The unemployment benefit applies to a worker who has been
employed for at least 6 months
before he or she was fired, and has contributed to the social
security system for 15 months in the
last 24 months. The worker will receive benefits for 4 months
for every 16 months of
unemployment. Unemployed worker who received less than three
minimum wages will get 50% of
the wages they received when they were employed, or 1.5 minimum
wages otherwise. Profit -
sharing as defined in the law. The law establishing profit
sharing has not been voted yet.
See Camargo and Amadeos paper - Labour Legislation and
Institutional Aspects of the Brazilian
Labour Market. Full text available at
http://www.econ.puc-rio.br/pdf/td252.pdf
http://www.planalto.gov.br/ccivil_03/decreto-lei/Del5452compilado.htmhttp://www.planalto.gov.br/ccivil_03/decreto-lei/1965-1988/Del0127.htm#art12http://www.econ.puc-rio.br/pdf/td252.pdf
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Note that despite the 16.4% increase in the costs of dismissing
workers in the October 1988
Constitution and labor law estimated by Heckman and Pages (2004)
which included a four-fold
increase in the cost of compensating a workers dismissed without
justification, Paes de Barros and
Henrique Corseuil (2004) found no evidence of any effect on
labor demand
1990: Law 7998 Regulates unemployment insurance and institutes a
fund for protection of labor
1993: Law 8638 consolidates labor laws
1996: Law 9601 deals with fixed term contracts. This allows
fixed term contracts when they are
agreed to in collective agreements
2000: Law 9957 and Provisory Measure 152 modify the CLT
(Codification of the Laws of Work)
about short term contracts, firing conditions and recognition of
professional qualifications
2001: Law 10243 redefines tenure time (of worker in a firm) and
wage.
2001: Law 20244 makes more flexible provisions for extra time
(hours)
2012: Labor Law No. 12 619 OF 30 APRIL 2012.
http://www.planalto.gov.br/ccivil_03/_Ato2011-2014/2012/Lei/L12619.htm
BULGARIA
1992: Labor Code: recognizes the right to strike when other
means of conflict resolution have
been exhausted, but "political strikes" are forbidden. Workers
in essential services (primarily the
military and the police) also are subject to a blanket
prohibition against striking, although such
workers on occasion held an "effective strike" in which they
stop or slow their activities for 1 or 2
hours.
2004: Provides that the following additional information shall
be specified in an employment
contract: place of work; title and character of the work
position; date of signing and day of the
beginning of the contract's implementation; duration of the
contract; duration of annual leave;
advanced notification required for termination by either party;
main and additional wages and
terms for their payment; the duration of the working day or
working week. Also provides for rules
protecting employees' rights in cases of mergers or change of
enterprise owner. In such cases
workers' representatives shall keep their functions up to one
year. Provides for new requirements
on mass dismissals. Employers intending to dismiss large numbers
of workers are obliged to start
consultations with workers' representatives no later than 45
days prior to the planned dismissal and
to make efforts to meet an agreement or restrict its
consequences. When starting a job, an
employee is entitled to an annual paid leave after eight months
of work (previously six months).
2006: During the year the government approved and implemented an
increase in the national
minimum wage to approximately $94 (150 leva) per month
2007: During the year the government approved and implemented an
increase in the national
minimum wage to approximately $134 (180 leva) per month. 2
http://www.planalto.gov.br/ccivil_03/_Ato2011-2014/2012/Lei/L12619.htm
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Additional references:
1. http://www.state.gov/g/drl/rls/hrrpt/2006/78805.htm
2. http://www.state.gov/g/drl/rls/hrrpt/2007/100552.htm
3. http://www.state.gov/g/drl/rls/hrrpt/2000/eur/705.htm
4.NATLEX
http://www.ilo.org/dyn/natlex/natlex_browse.details?p_lang=en&p_country=BGR&p_classificatio
n=01.02&p_origin=COUNTRY&p_sortby=SORTBY_COUNTRY
BURKINA FASO
1994: Labor Contract legislation amended to be written more
explicitly than its 1976 counterpart.
Stated that some contracts be handled by the state (foreign
workers) and others by firms (domestic
workers); required contracts to be in writing. Again, these
specific changes to labor contracts have
no effect on the botero number because it is only a restatement
of previous laws
2004: Law 33 of 14 September The right to strike is recognized.
However the 2004 Labour Code
contains a very restrictive definition of the right to strike,
stating in article 351 that any stoppage of
work that does not correspond to an occupational claim is
illegal (bans solidarity strikes and
political strikes.)
http://ageconsearch.umn.edu/bitstream/22079/1/sp03la08.pdf
http://sitereAdditional
references.worldbank.org/SOCIALPROTECTION/ReAdditional
references/SP-Discussion-papers/Labor-Market-DP/0607.pdf
BURUNDI
1993: New Labor Code 1993, Labor Code 1993 - maternity leave;
medical care granted to the
worker and to his family as well as an daily allowance of
disease; of a right to housing and welfare
benefits in the event of suspension of the contract in certain
circumstances as well as obligation,
for the employer, of transport of the sick workers towards the
medical formation nearest.
2005: New constitution 2005
http://www.weforum.org/pdf/gcr/africa/burundi.pdf
CAMBODIA
1997: Law 10 January 1997
2002: Circular on Labor Disputes 5 July
http://www.state.gov/g/drl/rls/hrrpt/2006/78805.htmhttp://www.state.gov/g/drl/rls/hrrpt/2007/100552.htmhttp://www.state.gov/g/drl/rls/hrrpt/2000/eur/705.htmhttp://www.ilo.org/dyn/natlex/natlex_browse.details?p_lang=en&p_country=BGR&p_classification=01.02&p_origin=COUNTRY&p_sortby=SORTBY_COUNTRYhttp://www.ilo.org/dyn/natlex/natlex_browse.details?p_lang=en&p_country=BGR&p_classification=01.02&p_origin=COUNTRY&p_sortby=SORTBY_COUNTRYhttp://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0607.pdfhttp://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0607.pdfhttp://www.weforum.org/pdf/gcr/africa/burundi.pdf
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CAMEROON
1967: Act No. 67-LF-six of 12 June 1967 promulgating the
Labour
1968: Order No. 9 of 17 June 1968 laying down the hours during
which the work is considered
night work. Between 22 and 6 o'clock. Order No. 007/MTLS/DEGRE
of 17 June 1968 on rules
for communication, filing and display the rules of procedure
under Article 34 of the Labour Code.
Order No. 15 of 18 June 1968 on rules for recovery of holidays
defined by Act No. 67-LF-24 of 12
June 1967 laying down the rules of statutory holidays in
Cameroon.
Repeals Order No. 12 of 28 February 1961 laying down the
procedures for recovering holidays in
eastern Cameroon. Order No. 14 of 18 June 1968 laying down
detailed rules of Law No. 67-LF-24
of 12 June 1967 laying down the rules of statutory holidays in
Cameroon.
July 10, 1968: Decree No. 68-DF-254 of 10 July 1968 laying down
detailed rules for
implementing the system of paid leave. Repeals Order No. 7302 of
5 November 1956 laying down
detailed rules of application of Act No. 56-332 of 27 March 1956
on the scheme of paid leave in
eastern Cameroon. Decree No. 68-DF-249 of 10 July 1968 laying
down detailed rules for working
hours and determining the exemptions in companies subject to the
legal regime of forty hours
weekly. Repeals, in eastern Cameroon, Order No. 139-CTP July 31,
1953 laying down detailed
rules for the hours worked and Order No. 140-CTP, 31 July 1953
on the regulation and overtime
pay additional.
1969: Decree No. 69-DF-15 of 17 January 1969 establishing a
Joint Commission national
collective agreements and wages.
1971: Decree No. 71-DF-153, April 2, 1971 amending and
supplementing the provisions of
Decree No. 69-DF-15 of 17 January 1969 establishing a Joint
Commission National collective
agreements and wages. Amends sections 3 (role of the commission)
and 6 (implementation of the
decisions).
1972: Ordinance No. 72-15 of 16 September 1972 laying down the
rules on statutory holidays. Repeals Act No. 67-LF-24 of 12 June
1967 for the same purposes, as amended by Law No. 67-LF-
27 of 3 November 1967
1973: Law No. 73-5 of 7 December 1973 laying down the rules of
statutory holidays in the United
Republic of Cameroon
1974: Law No. 74-14 of 27 November 1974 establishing the Labour
Code.
1976: Order No. 10 of 19 April 1976 determining the conditions
and duration of notice. Repeals Order No. 8-MTLS of June 17, 1968
for the same purpose. Order No. 9/MTPS/DT of 19
April 1976 establishing the maximum duration and terms of
probationary employment.
Repeals Order No. 6-MTLS 17 June 1968 laying down form and
manner of probationary employment. Decree No. 76-176 of 3 May 1976
laying down the forms and procedures for
establishing and approving employment contracts as provided in
Article 31 of the Labour Code
[LS 1974-Cam. 1]. Seeks "any employment contract stipulating a
fixed period exceeding three
months or requiring the installation of a worker out of his
habitual residence or nationality
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24
employed on a foreign nationality". Repeals Decree No. 68-DF-251
of 10 July 1968 on the
establishment and visa labor contracts. Law No. 76-8 of 8 July
1976 amending certain provisions
of Law No. 73-5 of 7 December 1973 laying down the rules of
statutory holidays in the United
Republic of Cameroon. Changes, in particular, Articles 3-5.
1993: Decree No. 93/577 of 15 July 1993 laying down the
conditions of employment of temporary workers, casual or seasonal.
A temporary job may not last more than three months, a casual,
more
than a fortnight; seasonal employment may not exceed six months
per year.
Dockworkers are excluded from the scope of this decree.
1992: Law No. 92/007 of 14 August 1992, Labor Code.
1993: 021/MTPS/SG/CJ Decree of 26 May 1993 laying down the
procedures for dismissal for
economic reasons. Employee representatives are always available.
A worker dismissed for
economic benefits from priority hiring. Order No. 017/MTPS/SG/CJ
of 26 May 1993 establishing
the maximum duration and conditions of probationary employment.
Order No. 016/MTPS/SG/CJ
of 26 May 1993 laying down the procedures for allocating and
calculating severance pay. Order
No. 015/MTPS/SG/CJ of 26 May 1993 determining the conditions and
duration of notice. Among
other things, the notice of the employee who exercises any
responsibility, is accompanied by a
change of service. Decree No. 93/575 of 15 July 1993 laying down
the procedures for establishing
and approving certain contracts of work. Refers to any
employment contract of a fixed period
exceeding three months or requiring the installation of a worker
out of his habitual residence. This
also applies to employment contracts of workers of foreign
nationality.
1995: Decree No. 95/677 of 18 December 1995 concerning
exceptions to the statutory working
hours. Apply to all institutions, including agricultural and
related businesses. Are also regulated
compensatory rest and overtime
CANADA
1972: Canada Labour Standards Regulations (SOR/72-7: Order in
Council P.C. 1972-6) (C.R.C.,
c. 986). Regulations respecting hours of work, wages, annual
vacations, general holidays,
maternity leave, group and individual termination of employment
and severance pay in federal
works, undertakings and businesses
1978: SOR/78-560: Order in Council P.C. 1978-2118: Amendment to
the Canada Labour
Standards Regulations
1982: SOR/82-747:P.C. 1982-2302: Canada Labour Standards
Regulations, Amendment.
Replaces s. 30 (lay-off) Labour Adjustment Benefits Act. Chapter
89. An Act to provide for the
payment of benefits to laid-off employees and to amend the
Canada Labour Code [cf. LS 1965-
Can. 1, 1971-Can 3.].
1985: Canada Labour Code (R.S.C. 1985, c L-2) This Act makes
provisions in respect of basic
freedoms, Canada Labour Relations Board, acquisition and
termination of bargaining rights,
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25
collective bargaining and collective agreements, conciliation
and first agreements, prohibitions and
enforcement, promotion of industrial peace, occupational safety
and health, standard hours, wages,
vacations and holidays.
1987: Act to amend the Canada Labour Code. Chatper 51. Amends
the Canada Labour Code (LS
1965 - Can. 1A... 1972 - Can. 1) in regard to social security
contributions made by employers and
employees (subs. 59.52(2) and (3)).
1988: Act to amend the Canada Labour Code. Chapter 33. The
amendments provide for the
establishment of a Coal Mining Safety Commission and set forth a
coal mining employer's duties
in relation to safety. The employer must permit inspections and
tests on machinery or equipment.
No machinery or equipment in respect of which no prescribed
safety standards are applicable may
be used without approval. Personal searches of a certain
proportion of employees, and of all non-
employees, entering a mine are required periodically for the
purpose of preventing alcohol,
smoking materials and drugs from entering the mine. Safety and
health committees are to submit
an annual report of their activities. With these provisions, new
ss. 82.3, 94.1 and 94.2 are added to
the Labour Code, and its ss. 92(11), 105 and 106 are
amended.
1991: An Act to Amend the Canada Labour Code, 1991, Chapter 39
This Act amends the Canada
Labour Code in respect of geographic certifications (such
certifications grant a trade union the
right to represent and bargain on behalf of members with a
specific employer or employers within
a particular geographical area).
1993: Act to amend the Canada Labour Code and the Public Service
Staff Relations Act. Chapter
42. Numerous amendments of the Canada Labour Code regarding
matters including votes on
employer's last offer during a strike, and definitions of
"collective agreement", "qualified medical
practitioner", "standard hours of work" and "regional director".
Sets out procedures for
modification of work schedules by employers, and circumstances
where maximum hours of work
under the Code may be exceeded by ministerial permit. Allows
substitution of any other holiday
for a general holiday if approved by 70 per cent of the affected
employees. Amends extensively
provisions regarding maternity-related reassignment, maternity
leave and parental leave, and
work-related illnesses and injuries. Amends the Public Service
Labour Relations Act to provide
that during a strike a Minister may order a vote by employees on
acceptance of the last offer made
by the employer during collective bargaining.
1996: Act to amend the Canada Labour Code (nuclear undertakings)
and to make a related
amendment to another Act (Chapter 12) Adds new sections to the
Canada Labour Code permitting
Provincial Governments to promulgate laws concerning employment
and collective bargaining in
connection with work regulated by the Atomic Energy Control Act.
Also amends the Non-
smokers' Health Act to allow for local legislation concerning
the use of tobacco during activities
mentioned above. Act to amend the Canada Labour Code (minimum
wage) (Chapter 32)
Amends provisions of the Canada Labour Code relating to payment
of minimum wage. Employers
shall pay minimum wage which shall be fixed by the legislature
of the province. Also amends
provisions concerning employment of persons under the age of
17.
1998: Act to amend the Canada Labour Code (Part I) and the
Corporations and Labour Unions
Returns Act and to make consequential amendments to other Acts
(Chapter 26)
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26
Implements reforms to the industrial relations provisions of
Part I of the Canada Labour Code to
provide for a new framework for collective bargaining. Creates a
representational board, the
Canada Industrial Relations Board, with powers to administer the
collective bargaining regime;
requires parties involved in a work stoppage to continue
necessary services to protect public health
and safety; requires the maintenance of services affecting grain
shipments in the event of legal
work stoppages by any third parties in ports; makes the
undermining of a trade union's
representational capacity during a strike or lockout an unfair
labour practice; and improves access
to collective bargaining for off-site workers.
1999: Regulations Amending and Repealing Certain Instruments
made under the Canada Labour
Code (Miscellaneous Program) (SOR/99-337) Repels the Minimum
Hourly Wage Order 1996
2000: Act to amend the Canada Labour Code (Part II) in respect
of occupational health and safety,
to make technical amendments to the Canada Labour Code (Part I),
and to make consequential
amendments to other Acts (C-12) Implements reforms to the
occupational health and safety
provisions of Part II of the Canada Labour Code. Key components
include creation of an internal
resolution process to assist parties in the work place in
resolving problems in a more independent
and timely manner; enhancement of the powers of the work place
health and safety committee to
allow them to identify and resolve problems as they arise,
without requiring previous government
intervention; creation of corporate policy health and safety
committees for employers with more
than three hundred employees; requirement for employers to
establish and maintain a prevention
program specific to occupational health and safety; enhancement
of the powers of federal
enforcement officers to improve their efficiency and
effectiveness; streamlining of the appeal
process for the review of directions and decisions of federal
enforcement officers; and updating of
fines and terminology to reflect current practices in other
Canadian jurisdictions.
CENTRAL AFRICAN REPUBLIC
1961: Act No. 61-221 of 2 June 1961 establishing the Labour
Code.
1973: Decree No. 73/462 of 1 December 1973 amending Decree No.
64/336 of 13 November
1964 on the mandatory reporting of movements of labor and on
placement
1974: Ordinance No. 74-024 of 15 March 1974 supplementing Law
No. 64-55 of December 2,
1964, amending Act No. 62-315 of 21 May 1962 [LS 1962 - RCA 1]
laying down the legal
holidays in the CAR. Complete the list of holidays by the
addition of 22 February (Anniversary of
General Bokassa].
1982: Order No. 10/MFPTSS of 30 October 1982 laying down the
conditions and periods of
notice in the absence of collective labor agreements
1983: Order No. 8/MFPTSS of 3 November 1983 regulating temporary
work in the CAR. The commitment is in writing and shall not exceed
six months.
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27
1990: Order No. 6/MFTSSFP of 26 May 1990 laying down the
conditions for granting and the rate
of advance payments and salary advances and determining their
terms of repayment.
1991: Order No. 004/MFPTSSFP/CAB/DGTEFP/DERE/SER of 24 September
1991 determining
the general conditions of work and establishing classifications
and base salaries of workers in the
absence of collective agreements. Repeals Orders No. 007 of
February 27, 1979 and No. 10 of
September 27, 1982.
2009: Act No. 09-004 of 29 January 2009 promulgating the Labour
Code of the Central African Republic.
CHAD
1966: Act No. 7/66 of 24 March 1966 on the Labour and Social
Welfare. 1996
1967: Decree No. 33/PR-MTJS-DTPS of 31 January 1967 determining
the conditions and duration of notice. Repeals Order No. 39 of
January 19, 1954, as amended by Order No. 349 of 13 June
1955. Decree No. 108/PR-MTJS-DTPS of 18 May 1967 determining the
manner of calculation
and allocation of severance pay and compensation for services
rendered. Both allowances are not
cumulative. The compensation for services rendered, calculated
as severance pay, is paid by the
employer for workers whose physical incapacity determination was
medically certified (except in
an industrial accident or occupational disease). Decree No.
248/PR-MTJS of 25 October 1967 on
the employer's register and the register of foreign labor.
Provides particulars to be contained in
these two registers. General Order No. repeals 3018/IGT-LS.
Decree No. 299/PR-MTJS-DTMOPS
of 13 December 1967 establishing the list and Public
Holidays.
1968: Decree No. 12/PR-MTJS-DTMOPS of 22 January 1968 fixing the
modalities and forms of
employment contracts and probationary employment. Specifies the
procedure for preparing the
contract, its form, its content. Provides that the test is not
presumed and must be expressly
provided for in the employment contract and its duration.
Repeals Order No. 4096 of 26 December
1953.
1969: Decree No. 34/PR-MTJS-DTMOPS of 29 January 1969 laying
down the procedure for
declaring hiring and quit working. Provides that all hiring must
be reported to the national office
of labor within 48 hours and specifies the content of this
statement. General Order No. repeals
3019/IGT-LS of September 29, 1953. Decree No. 56/PR-MTJS-DTMOPS
of 8 February 1969
laying down detailed rules for the implementation of weekly
rest. Provides that the weekly rest is
at least 24 consecutive hours and takes place in principle on
Sunday. Fixed exceptions to
principles of Sunday rest and weekly rest. Contains special
provisions for domestic workers and