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Nieves Medina, Claudia Gabriela - One of the best experts on this subject based on the ideXlab platform.
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¿Utopía?: vacaciones para el trabajador a tiempo parcial en el Perú
Universidad Privada del Norte, 2017Co-Authors: Nieves Medina, Claudia GabrielaAbstract:ABSTRACT With the current Constitution, many labor rights have been reduced, modified their policy statements and located outside the chapter of fundamental rights of the person, compared with the 1979 Constitution; however, as discussed in the course of this investigation, this does not prevent labor rights enshrined in the current Constitution are cataloged as fundamental rights, among which are the right to paid holiday break. In the current juncture, those people who are now working under a Part-Time contract are excluded from enjoying and exercising their right to rest holiday paid, because Article 12, subsection A of Legislative Decree No. 713 and Article 11 ° Supreme Decree No. 012-92-TR prescribed daily minimum day (04hrs) that a Worker must labor to access this social benefit. So, the purpose of this study was to examine the legal, political and philosophical foundations that relate to grant the right to paid holiday break for Part-Time Worker, for this purpose the category of fundamental right the right to paid leave was demonstrated, the constitutional status of the 52 Convention ILO develops the right to rest holiday paid was established, 52 Convention ILO related to the national regulatory framework right a paid holiday break, Article 12, subsection A of Legislative Decree No. 713 and article 11 of its rules on the principle-right to equality was judged, the role of social and employment policy guidance from 2012 to 2016 was estimated to understand the government's commitment in the protection of labor rights and regulations on the right to leisure holiday based on the theory of legal post-positivist was structured. Among the conclusions reached in this investigation, it was concluded that Article 12, subsection A of Legislative Decree No. 713 and article 11 of its rules seriously violate constitutional norms and make different treatment not justified contract Workers Part-Time. This research has a theoretical justification because it provides the legal practitioner reasons to support the protection, application and interpretive sense of entitlement to holiday break for the protection of the interests of working. KEYWORDS: Vacation, Part-Time work, a fundamental right, social benefit, ILO Convention 52, social and employment policy, post-positivism, differential treatment.TesisCon la actual Carta Magna, muchos derechos laborales se han visto reducidos, modificados en sus enunciados normativos y ubicados fuera del capítulo de derechos fundamentales de la persona, en comparación con la Constitución de 1979; no obstante, como se expone en el transcurso de ésta investigación, ello no impide que los derechos laborales consagrados en la Constitución actual se les catalogue como derechos fundamentales, entre los cuales encontramos al derecho a descanso vacacional remunerado. En la coyuntura actual, aquellas personas que se encuentran laborando bajo un contrato a tiempo parcial están excluidas de gozar y ejercer su derecho a descanso vacacional remunerado, debido a que el artículo 12° inciso A del Decreto Legislativo N° 713 y artículo 11° de su reglamento (Decreto Supremo N° 012-92-TR) prescriben la jornada mínima diaria (04hrs) que debe laborar un trabajador para acceder a éste beneficio social. Por lo que, el propósito de éste investigación consistió en conocer los fundamentos jurídicos, políticos y filosóficos que se relacionan para otorgar el derecho a descanso vacacional remunerado para el trabajador a tiempo parcial, para tal fin se demostró la categoría de derecho fundamental del derecho a descanso remunerado, se estableció el rango constitucional de los Convenio 52° OIT que desarrolla el derecho a descanso vacacional remunerado, se relacionó el Convenio 52° OIT con el marco regulatorio nacional del derecho a descanso vacacional remunerado, se juzgó el artículo 12° inciso A del Decreto Legislativo N° 713 y artículo 11° de su reglamento en base al principio-derecho a la igualdad, se estimó el rol del lineamiento político socio-laboral 2012-2016 para comprender el compromiso del gobierno en la protección de los derechos laborales y se estructuró la normativa sobre derecho a descanso vacacional en base a la teoría del post-positivista jurídico. Entre las conclusiones arribadas en éste investigación, se concluyó que el artículo 12° inciso A del Decreto Legislativo N° 713 y artículo 11° de su reglamento contravienen gravemente normas constitucionales y realizan un trato diferenciado no justificado a los trabajadores bajo contrato a tiempo parcial. La presente investigación tiene una justificación teórica porque brinda al operador jurídico razones para fundamentar la protección, aplicación y sentido interpretativo del derecho a descanso vacacional para la protección de los intereses del trabajador. PALABRAS CLAVE: Vacaciones, trabajo a tiempo parcial, derecho fundamental, beneficio social, Convenio 52 OIT, política socio-laboral, post-positivismo, trato diferenciado
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¿Utopía?: Vacaciones para el trabajador a tiempo parcial en el Perú
Universidad Privada del Norte, 2016Co-Authors: Nieves Medina, Claudia GabrielaAbstract:RESUMEN Con la actual Carta Magna, muchos derechos laborales se han visto reducidos, modificados en sus enunciados normativos y ubicados fuera del capítulo de derechos fundamentales de la persona, en comparación con la Constitución de 1979; no obstante, como se expone en el transcurso de ésta investigación, ello no impide que los derechos laborales consagrados en la Constitución actual se les catalogue como derechos fundamentales, entre los cuales encontramos al derecho a descanso vacacional remunerado. En la coyuntura actual, aquellas personas que se encuentran laborando bajo un contrato a tiempo parcial están excluidas de gozar y ejercer su derecho a descanso vacacional remunerado, debido a que el artículo 12° inciso A del Decreto Legislativo N° 713 y artículo 11° de su reglamento (Decreto Supremo N° 012-92-TR) prescriben la jornada mínima diaria (04hrs) que debe laborar un trabajador para acceder a éste beneficio social. Por lo que, el propósito de éste investigación consistió en conocer los fundamentos jurídicos, políticos y filosóficos que se relacionan para otorgar el derecho a descanso vacacional remunerado para el trabajador a tiempo parcial, para tal fin se demostró la categoría de derecho fundamental del derecho a descanso remunerado, se estableció el rango constitucional de los Convenio 52° OIT que desarrolla el derecho a descanso vacacional remunerado, se relacionó el Convenio 52° OIT con el marco regulatorio nacional del derecho a descanso vacacional remunerado, se juzgó el artículo 12° inciso A del Decreto Legislativo N° 713 y artículo 11° de su reglamento en base al principio-derecho a la igualdad, se estimó el rol del lineamiento político socio-laboral 2012-2016 para comprender el compromiso del gobierno en la protección de los derechos laborales y se estructuró la normativa sobre derecho a descanso vacacional en base a la teoría del post-positivista jurídico. Entre las conclusiones arribadas en éste investigación, se concluyó que el artículo 12° inciso A del Decreto Legislativo N° 713 y artículo 11° de su reglamento contravienen gravemente normas constitucionales y realizan un trato diferenciado no justificado a los trabajadores bajo contrato a tiempo parcial. La presente investigación tiene una justificación teórica porque brinda al operador jurídico razones para fundamentar la protección, aplicación y sentido interpretativo del derecho a descanso vacacional para la protección de los intereses del trabajador. PALABRAS CLAVE: vacaciones, trabajo a tiempo parcial, derecho fundamental, beneficio social, Convenio 52 OIT, política socio-laboral, post-positivismo, trato diferenciado.ABSTRACT With the current Constitution, many labor rights have been reduced, modified their policy statements and located outside the chapter of fundamental rights of the person, compared with the 1979 Constitution; however, as discussed in the course of this investigation, this does not prevent labor rights enshrined in the current Constitution are cataloged as fundamental rights, among which are the right to paid holiday break. In the current juncture, those people who are now working under a Part-Time contract are excluded from enjoying and exercising their right to rest holiday paid, because Article 12, subsection A of Legislative Decree No. 713 and Article 11 ° Supreme Decree No. 012-92-TR prescribed daily minimum day (04hrs) that a Worker must labor to access this social benefit. So, the purpose of this study was to examine the legal, political and philosophical foundations that relate to grant the right to paid holiday break for Part-Time Worker, for this purpose the category of fundamental right the right to paid leave was demonstrated, the constitutional status of the 52 Convention ILO develops the right to rest holiday paid was established, 52 Convention ILO related to the national regulatory framework right a paid holiday break, Article 12, subsection A of Legislative Decree No. 713 and article 11 of its rules on the principle-right to equality was judged, the role of social and employment policy guidance from 2012 to 2016 was estimated to understand the government's commitment in the protection of labor rights and regulations on the right to leisure holiday based on the theory of legal post-positivist was structured. Among the conclusions reached in this investigation, it was concluded that Article 12, subsection A of Legislative Decree No. 713 and article 11 of its rules seriously violate constitutional norms and make different treatment not justified contract Workers Part-Time. This research has a theoretical justification because it provides the legal practitioner reasons to support the protection, application and interpretive sense of entitlement to holiday break for the protection of the interests of working. KEYWORDS: vacation, Part-Time work, a fundamental right, social benefit, ILO Convention 52, social and employment policy, post-positivism, differential treatment
Tanya L. Sleeper - One of the best experts on this subject based on the ideXlab platform.
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Health Beliefs, Health Insurance Status, and the Uninsured: Revisiting the Findings From the Part-Time Worker Study and Barriers to Participation in Subsidized Health Insurance Programs, Exploring the Implications for Nursing Practice
International Journal of Nursing & Clinical Practices, 2018Co-Authors: Tanya L. SleeperAbstract:Background: In response to the federal passage of the Patient Protection and Affordable Care Act (PPACA) in 2010, ongoing efforts have been underway nationally to expand health insurance coverage to the uninsured population primarily through subsidized health insurance programs. Reasons why individuals choose not to participate in subsidized and other health insurance programs are not clearly understood. Method: Guided by the key assumptions of the Health Belief Model (HBM), this qualitative case study inquiry examined the participation rates of nine direct care Workers who shared their perceptions of barriers and experiences with the Part-Time Worker Coverage Voucher Program (PTWCVP). Analysis of the transcribed data suggested that both financial and non-financial barriers influenced participation rates. Results: While financial reasons were the primary impediment to participation in the PTWCVP, a number of other important findings emerged that influenced non-participation in the program including inaccurate perceptions of general health; incomplete perceptions regarding the role, purpose, and function of health insurance programs; strongly negative perceptions of program design and delivery; and inadequate knowledge and lack of effort to obtain health insurance coverage. Conclusion: Based on the HBM, the findings from this research can have significant implications nursing practice by guiding educational efforts to address perceived barriers while enhancing the likelihood of taking action by increasing participation in health insurance programs, health promotion and prevention efforts.
Alec Levenson - One of the best experts on this subject based on the ideXlab platform.
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RECENT TRENDS IN Part-Time EMPLOYMENT
Contemporary Economic Policy, 1996Co-Authors: Alec LevensonAbstract:I. INTRODUCTION Contemporary accounts paint a bleak picture of the recent labor market. The diminishing importance of the manufacturing sector and widespread corporate restructuring in virtually all industries have contributed to a sense of gloom about the prospects for many Workers. The concern over the loss of high-wage jobs is well-founded: a well-documented deterioration in wages has occurred for those with a high school education since the late 1970s (Murphy and Welch, 1992; Juhn et al., 1991; Bound and Johnson, 1992). Both academic and media portrayals of Part-Time employment resonate the impression that a steady, upward trend in the rate of Part-Time employment has been anything but transitory. For example, Tilly (1991) discusses reasons for the continuing growth of Part-Time employment between 1973 and 1989. Bollier (1994) claims that "many employers are shifting more work to Part-Timers in order to avoid paying benefits." Johnson (1994) argues that "[higher-paying union] jobs are scarce, as many of the big [trucking] companies are turning to Part-Timers, rather than hiring full-time Workers." And Silverstein (1994) points out that "[i]n an era of heightened job insecurity, the image of ... a fall from a well-paying, full-time position to a marginal Part-Time job haunts many Workers." It is true that Part-Time employment has grown over the past two to three decades. However, this study shows that the same cannot be said for the most recent decade. Since the mid-1970s, voluntary Part-Time employment has been steady or has declined for both men and women, while involuntary Part-Time employment has continued to move counter-cyclically. After controlling for cyclical movements, the analysis shows that involuntary Part-Time employment has not increased for either men or women since 1984. In contrast, the share of temporary services in employment more than tripled during the 1980s. This evidence suggests that many people may not understand the distinction between Part-Time and temporary jobs. II. Part-Time EMPLOYMENT 1964-1993 The Current Population Survey (CPS) defines a Part-Time Worker as someone who worked less than 35 hours during the survey week at all jobs and who (i) usually works Part-Time or (ii) usually works full-time, yet was Part-Time during the survey week for one of the following reasons: slack work, material shortage, plant or machine repair, new job started during the survey week, job terminated during the survey week, or could not find a full-time job. People who worked Part-Time for the second category of reasons are classified as involuntary Part-Time. The category of involuntary Part-Time also includes those who usually work Part-Time and give reasons in the second category for being Part-Time. The CPS classifies all other Part-Timers as voluntary. This study uses a number of alternative definitions of Part-Time to address problems with the CPS definition. One problem with the traditional CPS definition of Part-Time employment is that a cyclical increase in the number of full-time Workers who were temporarily working Part-Time would register as an increase in Part-Time jobs, even though no change had occurred in the number of people who usually work Part-Time (which is a better indicator of long-run employment trends). This led the Bureau of Labor Statistics, starting in 1986, to drop these Workers from the calculations of the number of Part-Time Workers (Nardone, 1986). For historical comparability, the analysis here uses, as a benchmark, the definition that includes those who usually work full-time. This first measure is called CPS definition # 1. CPS definition # 2, in contrast, conforms to the current measure used by the BLS. It excludes the full-timers who are Part-Time during the survey week and includes only those who usually work less than 35 hours at all jobs during the survey week. A second potential problem with the traditional CPS definition is that Workers who hold two Part-Time jobs are counted as full-time Workers because the CPS groups hours worked at all jobs together when defining Part-Time employment. …
Crist Inman - One of the best experts on this subject based on the ideXlab platform.
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Shattering the myths of the Part-Time Worker
The Cornell Hotel and Restaurant Administration Quarterly, 1995Co-Authors: Crist Inman, Cathy A. EnzAbstract:Part-Time Workers permit flexible scheduling and traditionally have been relatively inexpensive to employ, but these Workers tend to have high turnover rates, which can erode any savings. They may ...
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Shattering the Myths of the Part-Time Worker
Cornell Hotel and Restaurant Administration Quarterly, 1995Co-Authors: Crist Inman, Cathy EnzAbstract:Part-Time Workers permit flexible scheduling and traditionally have been relatively inexpensive to employ, but these Workers tend to have high turnover rates, which can erode any savings. They may quit their jobs because they feel unappreciated or because they do not receive adequate training, which is often the result of managers' thinking that Part-Time Workers are somehow inferior to full-time Workers. But this study shows that critical work attitudes and behavior were as strongly exhibited by Part-Time Workers as by full-time Workers, including such measures as competence, work ethic, attendance, and acceptance of organizational standards and values. The food-service industry should therefore try to retain Part-Time employees by offering enhanced compensation packages, providing adequate training, establishing clear communication channels, allowing access to different jobs and responsibilities, and offering employment benefits.
Miana Plesca - One of the best experts on this subject based on the ideXlab platform.
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Full-Time and Part-Time Work and the Gender Wage Gap
Atlantic Economic Journal, 2020Co-Authors: Luiza Antonie, Laura Gatto, Miana PlescaAbstract:Using hourly and weekly wages from the Canadian Labour Force Survey from 2000 until 2018, Workers were separated into full-time and Part-Time and the following striking observation was documented. The overall gender wage gap is larger than either the full-time pay gap or the Part-Time pay gap, even after controlling for detailed personal and job characteristics. This result is a consequence of two findings: (i) Part-Time wages are lower than full-time wages, and (ii) the majority of Part-Time Workers are women. In aggregation, this brings down the average female wage, leading to a larger aggregate gender wage gap. This was further linked to a differential selection by gender into full-time and Part-Time work, with women of higher earnings potential being overrepresented in the pool of Part-Time Workers, resulting in no gender pay gap in the Part-Time Worker category. Policies targeted at encouraging full-time employment for women should therefore reduce the gender wage gap.