Documents fixed term labour contract 243 results

"This paper is the first to examine the implications of switching to PT work for women's subsequent earnings trajectories, distinguishing by their type of contract: permanent or fixed-term. Using a rich longitudinal Spanish data set from Social Security records of over 76,000 prime-aged women strongly attached to the Spanish labor market, we find that the PT/FT hourly wage differential is larger and more persistent among fixed-term contract workers, strengthening the existent evidence that these workers can be classified as secondary. The paper discusses problems arising in empirical estimation (including a problem not discussed in the literature up to now: the differential measurement error of the LHS variable by PT status), and how to address them. It concludes with policy implications relevant for Continental Europe and its dual structure of employment protection."

"Focusing on Spain, where fixed-term workers account for a third of the wage and salary workforce, we examine the wage growth implications of fixed-term employment of varying duration while distinguishing between wage growth occurring on-the-job versus via job mobility. Wage growth among employees with indefinite work contracts largely occurs via job mobility, whereas fixed-term workers gain via job mobility as well as on-the-job. Consequently, job stayers with fixed-term contracts a year ago narrow their wage gap with respect to similar counterparts with indefinite-term contracts. Yet, this effect is solely driven by the 10.5 percentage points higher wage growth experienced by fixed-term workers with 6-months contracts able to keep their jobs beyond their initial contract period. Given the limited number of short-term temporary workers in those circumstances, the overall wage gap between past fixed-term and indefinite-term workers is unlikely to vanish in the near future."

"Employers who use temporary agency staff in contrast to regular staff are not affected by employment protection regulations when terminating a job. Therefore, services provided by temporary work agencies may be seen as a substitute for regular employment. In this paper, we analyse the effects of employment protection on the size of the temporary work agency sector in a model of equilibrium unemployment. We find that higher firing costs may even reduce temporary work agency employment if agencies themselves are subject to employment protection, a consideration that distinguishes our results from those for fixed-term employment arrangements."

"The European Union (EU) Part-Time and Fixed-Term Work Directives extend non-discrimination law to specific types of employment contracts, otherwise usually regulated by means of more concrete and detailed provisions. In this article, non-discrimination law is analysed as an expression of a conflict between the actual and formal subordination of the employee, on the one hand, and an inherent legal presumption of individual autonomy, on the other. Inspiration is drawn from Kaarlo Tuori's critical legal positivism and the concept of social law developed by François Ewald. From this perspective, case law on discrimination of part-time and fixed-term workers is examined. It is argued that terms such as direct and indirect discrimination, and comparability, obscure the balancing of interests that is at the heart of non-discrimination law."

"This article investigates several areas of social protection, which are dependent on typical features of standard employment contracts in a number of countries and consequently inaccessible for atypical categories. A comparative overview of European legal orders should provide an idea of the possibilities, expected gains and drawbacks of severing the ties between benefits and individual employers, with a view to extending protection to atypical contractual relationships."

"In 1999 the European social partners negotiated the framework agreement on fixed-term work which was then put into effect by Council Directive 1999/70/EC. It contains, inter alia, measures designed to prevent abuse of successive fixed-term contracts. As the relevant clause of the agreement is rather loosely framed, its effect on legislative approximation in the EU is debatable. However, a study of the law on successive fixed-term employment contracts of fifteen EU Member States showed that legislative approximation in this field of law has largely been achieved."