Documents Biasi, Marco 7 results

"Il volume affronta l'impatto delle nuove tecnologie legate alla intelligenza artificiale (AI) sull'organizzazione e sulla regolazione del lavoro.
Dopo una prima parte, di taglio trasversale, dedicata ai profili giuridici ed etici dell'AI, l'opera fornisce una mappatura delle principali questioni giuslavoristiche sollevate dall'AI e un approfondito esame delle soluzioni adottate (o in via di adozione) a livello europeo e nazionale.
La trattazione copre un ampio novero di profili, che spaziano dalla tutela della salute dei lavoratori dai rischi ingenerati dall'AI (nonché dalle pratiche di potenziamento umano) alla promozione della trasparenza dei meccanismi decisionali automatizzati, anche in chiave di prevenzione della discriminazione algoritmica che può verificarsi nelle fasi di accesso, di esecuzione o di estinzione del rapporto di lavoro.
La terza parte è dedicata al lavoro da remoto e al cambio di paradigma che l'impiego di tale strumento, favorito dall'innovazione tecnologica, ha apportato nell'assetto dei poteri, degli obblighi e delle responsabilità che tradizionalmente connotano la relazione di lavoro.
La successiva sezione del volume guarda al lavoro tramite piattaforma quale sorta di laboratorio giuslavoristico per l'AI, dal momento che, in tale contesto, si sono palesate in anticipo alcune delle istanze (individuali e collettive) che si pongono al centro dell'attuale dibattito sul rapporto tra intelligenza artificiale e lavoro.
L'ultima parte del volume insiste sui nuovi "spazi" - come il metaverso - e sui nuovi "attori" del lavoro digitale, tra i quali si annoverano sia i mezzi sofisticati come i robot (destinati all'impiego in campo industriale, come pure, nella prospettiva della giustizia predittiva, quale ausili o, addirittura, quali sostituti del giudice) e le driverless cars, sia le figure emergenti come gli influencers, i content creators del web e i gamers professionisti (da tenere distinti dai lavoratori soggetti a pratiche di gamification durante l'espletamento della propria attività).
In sintesi, dall'opera emergono due fondamentali istanze: da un lato, l'esigenza di preservare un approccio che mantenga al centro l'uomo e, dall'altro lato, l'opportunità di valutare non solo i rischi, ma anche i possibili benefici che l'impiego dell'AI può apportare al lavoro e, in ultima analisi, alla persona (in termini, ad esempio, di miglioramento della sicurezza sul lavoro e di agevolazione dell'incontro tra domanda e offerta di lavoro)."

"Considering the wide spectrum of meanings of the expression 'worker participation', the article focuses on the differences between some of the most significant experiences of employee involvement, starting with the 'benchmark model', the German co-determination system. The analysis of the German system, its origins, characteristics and rationale, leads on to a critical evaluation of the progressive movements from this 'strong' and mandatory form of worker participation: from the 'weak(er)' and negotiable European model to the simultaneous use of managerial and financial participation in a recent Italian Act, up to employee participation in the firm's profits (and risks), associated with a loss of rights, in the recent 'shares for rights' scheme in the UK.A comparative overview of these schemes weads to a final reflection on the difference between 'uses' and 'misuses' of worker participation, based on the ideals underlying the various forms of employee involvement."

"The essay seeks to frame the issue of Decent Work for All by means of Hannah Arendt's conception of freedom and liberty. In Arendt's view, liberty was the proper rationale for early labour legislation, which purported to liberate the individual from the chattels of slavery and exploitation by preserving the voluntary nature of the agreement to provide labour. In the stage of full development of labour law, a primary need in both Liberal Market Economies (such as the US) and Social Market Economies (such as Germany) was to strike a difficult but necessary balance between the employer's liberty to conduct the business and the workers' collective freedom. With the promotion of Decent Work, as a broad guideline for policymakers and not a binding regulation of any kind, labour law is reconsidering its focus on the person, with the aim of granting individuals the possibility to achieve their (neo)liberation from basic economic needs, as well as from the domination of others. Once liberated from those two constraints, individuals are in a position to effectively aspire to the collective dimension of freedom, which, in Arendt's terms, consists of the possibility of the individual to contribute on an equal footing to societal development."

"The essay deals with the delicate issue of the agency fees due by non-unionized employees (so called "quote di servizio") in the occasion of the renewal of the collective agreement applied by the relevant employer. The Authors wonder whether the duty to pay agency fees infringes the principle of freedom of association, insofar as the liberty of the employee not to unionize employee might be thwarted by an obligation whose source is even questionable. Ultimately, the Authors share the view of the social partners on the necessity to guarantee that the employee is fully informed of the obligation placed upon him/her, which has to be formulated in a clear and express clause of the relevant collective agreement."

"The development of a wide-reaching collective representation for (genuine) self-employment and the collective negotiation of fair fees for independent contractors might often be more dissuasive vis-à-vis scam self-employment than the threat of reclassification. However, case law in both civil and common law jurisdictions showcases how antitrust law can hamper the collective negotiation of workers' minimum fees. The premise of such a view, which has its roots in the early stage of development of collective bargaining, is that the agreements setting the rates of pay for non-subordinate labour stand as restraints of trade. The author contends that this narrow interpretation of the scope of collective labour law - or rather this extensive view of the scope of antitrust law - is unacceptable. On the one hand, workers who personally carry out their activity cannot be treated as businesses operating on a free market, because they are - akin to the employees - individuals who lack the power to tangibly affect the terms and conditions of their work. For those persons, as the author recalls, collective bargaining have always stood for, even before the binary legal divide between employment and self-employment was drawn. On the other hand, it appears incongruous that a major challenge to the perimeters of collective labour law stems from a formalistic approach to a field of law (antitrust or competition law) which seeks to correct the market asymmetries in the interest of weaker parties, such as smaller businesses, communities and consumers. Ultimately, the author contends that a solution to overcome this legal hurdle cannot be found through a mere change in the interpretation of the existing US and EU competition and labour law rules, which have to be amended by the legislators in accordance with the current social needs. "

" This article provides an account of the Italian response to the Covid-19 pandemic in the labour law field. The author focuses on the policy measures in the matters of income support, parental leave, rest and holiday leave, agile working (i.e. teleworking), dismissal, as well as on the special provisions arranged by the social partners and later adopted by the legislator to preserve the health and safety of the employees and also to prevent the spread of coronavirus in the workplace. Ultimately, the author hints at the potential development of employee participation in Italy in the wake of the upsurge of social dialogue during the coronavirus emergency."