{"id":3316,"date":"2019-11-29T08:35:06","date_gmt":"2019-11-29T08:35:06","guid":{"rendered":"https:\/\/www.sibiu-labour-law-conference.ro\/?page_id=3316"},"modified":"2019-12-02T07:34:37","modified_gmt":"2019-12-02T07:34:37","slug":"scientific-program","status":"publish","type":"page","link":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/en\/scientific-program\/","title":{"rendered":"Scientific program"},"content":{"rendered":"

[vc_row][vc_column][vc_tta_tour][vc_tta_section i_icon_fontawesome=”fa fa-users” add_icon=”true” title=”NAME AND SURENAME” tab_id=”1565901576566-dfca8e6f-8063″][vc_column_text]<\/p>\n

International Labour Conference <\/strong>
\n“New technologies, consequences for the employment relationship” <\/strong>
\nOctober 11-12, 2019<\/strong><\/h3>\n

FRIDAY, October 11, 2019<\/strong>
\n8:30 \u00e2\u20ac\u201c 9:00 \u00e2\u20ac\u201c Reception of guests – Aula Magna
\n9:00 \u00e2\u20ac\u201c 9:30 \u00e2\u20ac\u201c Opening of the Conference \u00e2\u20ac\u201c Aula Magna
\n9:30 \u00e2\u20ac\u201c 11:30 \u00e2\u20ac\u201c Plenary session \u00e2\u20ac\u201c Aula Magna
\n11:30 \u00e2\u20ac\u201c 12:00 \u00e2\u20ac\u201c Coffee break
\n12:00 \u00e2\u20ac\u201c 14:00 \u00e2\u20ac\u201c Panel presentations
\n14:00 \u00e2\u20ac\u201c 15:30 \u00e2\u20ac\u201c Lunch break
\n15:30 \u00e2\u20ac\u201c 17:00 \u00e2\u20ac\u201c Panel presentations
\n17:00 \u00e2\u20ac\u201c 17:30 \u00e2\u20ac\u201c Coffee break
\n17:30 \u00e2\u20ac\u201c 19:00 \u00e2\u20ac\u201c Panel presentations
\n19:30 \u00e2\u20ac\u201c Dinner<\/p>\n

SATURDAY, October 12th, 2019<\/strong>
\n9:00 \u00e2\u20ac\u201c 11:00 \u00e2\u20ac\u201c Plenary session \u00e2\u20ac\u201c Aula Magna
\n11:00 \u00e2\u20ac\u201c 11:30 \u00e2\u20ac\u201c Conclusions
\nClosing of the Conference
\n11:30 \u00e2\u20ac\u201c 19:00 – Cultural program<\/p>\n

CONFERENCE PROGRAM<\/strong><\/h3>\n

FRIDAY, October 11, 2019<\/strong>
\nAula Magna
\n9:00 \u00e2\u20ac\u201c 9:30 Opening of the Conference<\/p>\n

Professor, Ph.D. Marioara \u00c8\u0161ichindelean<\/strong>
\nFaculty of Law, Lucian Blaga University of Sibiu
\nAssociation “Society for Labor Law and Social Security”, President<\/p>\n

Professor, Ph.D. Ioan Bondrea<\/strong>
\nLucian Blaga University of Sibiu, Rector<\/p>\n

Associate Professor, Ph.D. Daiana-Maura Vesma\u00c8\u2122<\/strong>
\nFaculty of Law, Dean
\nLucian Blaga University of Sibiu<\/p>\n

FRIDAY, October 11, 2019<\/strong>
\n9:30-11:30<\/p>\n

PLENARY SESSION<\/strong><\/p>\n

The work between law and new technologies<\/p>\n

MODERATOR<\/strong><\/p>\n

Professor, Ph.D. Alexandru Athanasiu<\/strong>
\nFaculty of Law, University of Bucharest
\nAssociation “Society for Labor Law and Social Security”, Honorary President<\/p>\n

L\u00e2\u20ac\u2122\u00c3\u00a9conomie collaboratrice des plateformes \u00c3\u00a9lectroniques: nouveaux d\u00c3\u00a9fis, nouvelles protections<\/p>\n

Professor, Ph.D. Jean Michel Servais<\/strong>
\nProfesseur invit\u00c3\u00a9 \u00c3\u00a0 l’Universit\u00c3\u00a9 de G\u00c3\u00a9rone,
\nPr\u00c3\u00a9sident d’honneur de la Soci\u00c3\u00a9t\u00c3\u00a9 internationale de droit du travail et de la s\u00c3\u00a9curit\u00c3\u00a9 sociale, Ancien Directeur du Bureau international du travail, Suisse<\/p>\n

Modern Technology in Civil Litigation: Panacea or Procrustean Bed?<\/p>\n

Professor, Ph.D.Remco (C.H.) van Rhee<\/strong>
\nUniversity of Maastricht, Netherlands
\nDiscrimination by Algorithm
\nProfessor, Ph.D. Charles Szymanski
\nVytautas Magnus University, Lithuania<\/p>\n

New technologies in the employment relationship: what matters for social justice<\/p>\n

Professor, Ph.D. Antonio M\u00c3\u00a1rquez Prieto<\/strong>
\nUniversity of Malaga, Spain<\/p>\n

11:30 \u00e2\u20ac\u201c 12:00 – Coffee break<\/p>\n

FRIDAY, October 11, 2019 <\/strong>
\n12:00-14:00<\/strong><\/p>\n

Aula Magna<\/strong>
\nPresentations in Panel I<\/strong><\/p>\n

MODERATORS<\/strong><\/p>\n

Professor, Ph.D. Raluca Dimitriu<\/strong>
\nBucharest University of Economic Studies<\/p>\n

Associate Professor, Ph.D. Felicia Ro\u00c8\u2122ioru<\/strong>
\nFaculty of Law, Babe\u00c8\u2122-Bolyai University of Cluj-Napoca<\/p>\n

1. Developments at EU level concerning the impact of new technologies on labour relations
\nPh.D. Diana-Elena Crump\u00c4\u0192n\u00c4\u0192<\/strong>
\nEuropean Policy and Program Officer, DG Employment, Social Affairs and Inclusion, European Commission, Brussels, Belgium<\/p>\n

2. Comments on the new European working conditions directive
\nProfessor, Ph.D. Ovidiu \u00c8\u0161inca<\/strong>
\nFaculty of Law, Agora University of Oradea<\/p>\n

3. The Human Being and the \u00e2\u20ac\u02dcNew Order of Work\u00e2\u20ac\u2122 \u00e2\u20ac\u201c Challenges and Perspectives
\nProfessor, Ph.D. Claudia-Ana Moarc\u00c4\u0192\u00c8\u2122<\/strong>
\nLecturer, Ph.D. Manole Ciprian Popa<\/strong>
\nFaculty of Law, University of Bucharest<\/p>\n

4. Work performed through digital platforms. Consequences regarding the respect of the principle of equal treatment
\nAssociate Professor, Ph.D.Monica Gheorghe<\/strong>
\nFaculty of Law, University of Sibiu<\/p>\n

5. Dimensions of private international labor market law
\nAssociate Professor, Ph.D. Radu Bogdan Bobei<\/strong>
\nFaculty of Law, University of Bucharest<\/p>\n

14:00 \u00e2\u20ac\u201c 15:30 \u00e2\u20ac\u201c Lunch break<\/p>\n

FRIDAY, October 11, 2019 <\/strong>
\n12:00-14:00<\/strong><\/p>\n

Room 101, 1st Floor<\/strong>
\nPresentations in Panel II<\/strong><\/p>\n

MODERATORS<\/strong><\/p>\n

Professor, Ph.D. Magda Volonciu<\/strong>
\nFaculty of Law, Titu Maiorescu University of Bucharest<\/p>\n

Professor, Ph.D. Marioara \u00c8\u0161ichindelean<\/strong>
\nFaculty of Law, Lucian Blaga University of Sibiu<\/p>\n

1. Special clauses within individual atypical employment contracts
\nProfessor, Ph.D. Magda Volonciu<\/strong>
\nFaculty of Law, Titu Maiorescu University of Bucuresti<\/p>\n

2. Telework performed by teaching and research staff in higher education – in fact and in law
\nAssociate Professor, Ph.D. Ana \u00c8\u02dctef\u00c4\u0192nescu<\/strong>
\nFaculty of Social and Political Legal Sciences, Dun\u00c4\u0192rea de Jos University of Gala\u00c8\u203ai<\/p>\n

3. Within the context of pervading all social and economic areas the new technologies horned also in the labour relations
\nProfessor, Ph.D. Lumini\u00c8\u203aa Dima<\/strong>
\nFaculty of Law, University of Bucharest<\/p>\n

4. Use of electronic signature in labor relations
\nLecturer, Ph.D. Traian Tunsoiu<\/strong>
\nFaculty of Law, University of Bucharest<\/p>\n

5. Protection of personal data throughout work relationships
\nProfessor, Ph.D. Marioara \u00c8\u0161ichindelean<\/strong>
\nFaculty of Law, Lucian Blaga University of Sibiu<\/p>\n

14:00 \u00e2\u20ac\u201c 15:30 \u00e2\u20ac\u201c Lunch break<\/p>\n

FRIDAY, October 11, 2019 <\/strong>
\n15:30 \u00e2\u20ac\u201c 17:00<\/strong>
\nAula Magna<\/strong>
\nPresentations in Panel III<\/strong><\/p>\n

MODERATORS<\/strong><\/p>\n

Professor, Ph.D. Lumini\u00c8\u203aa Dima<\/strong>
\nFaculty of Law, University of Bucharest<\/p>\n

Associate Professor, Ph.D. Carmen Nenu<\/strong>
\nFaculty of Economics and Law, University of Pite\u00c8\u2122ti<\/p>\n

1.Exercise of collective rights in the context of digitalization
\nProfessor, Ph.D. Raluca Dimitriu<\/strong>
\nBucharest University of Economic Studies<\/p>\n

2.Collective representation of platform workers
\nAssociate Professor, Ph.D. Felicia Ro\u00c8\u2122ioru<\/strong>
\nFaculty of Law, Babe\u00c8\u2122-Bolyai University of Cluj-Napoca<\/p>\n

3. Evolution of the Concept of Health and Safety in the Workplace in the Context of New Technologies
\nAssociate Professor, Ph.D. Carmen Nenu<\/strong>
\nFaculty of Economics and Law, University of Pite\u00c8\u2122ti
\n4. Protection of work in the digitalized era. About the need to reevaluate the concepts of \u00e2\u20ac\u0153worker\u00e2\u20ac\u009d and \u00e2\u20ac\u0153subordination\u00e2\u20ac\u009d
\nProfessor, Ph.D. Alexandru Athanasiu<\/strong>
\nLecturer, Ph.D. Anamaria Vl\u00c4\u0192sceanu<\/strong>
\nFaculty of Law, University of Bucharest
\n5. Decent work – reflections on the subordination report in the case of telemuncture
\nPh.D. M\u00c4\u0192d\u00c4\u0192lina Iordache<\/strong>
\nFaculty of Law, University of Bucharest – associate teacher
\n17:00 \u00e2\u20ac\u201c 17:30 – Coffee break<\/p>\n

FRIDAY, October 11, 2019 <\/strong>
\nRoom 101, 1st Floor <\/strong>
\nPresentations in Panel IV<\/strong>
\nMODERATORS<\/strong><\/p>\n

Associate Professor, Ph.D. Septimiu Panainte<\/strong>
\nFaculty of Law, Alexandru Ioan Cuza University of Ia\u00c8\u2122i
\nAssociate Professor, Ph.D. Lavinia Onica
\nFaculty of Law, University of Oradea<\/p>\n

1.Considerations regarding the alienation of the employee in the industry 4.0.
\nAssociate Professor, Ph.D. Septimiu Panainte<\/strong>
\nFaculty of Law, Alexandru Ioan Cuza University of Ia\u00c8\u2122i<\/p>\n

2. Brief considerations regarding the impact of new technologies on the application of Regulation 561\/2006. News and perspectives
\nAssociate Professor, Ph.D. Lavinia Onica<\/strong>
\nFaculty of Law, University of Oradea<\/p>\n

3. Mobbing, bulling and other forms of moral harassment in the age of digitalization
\nTeaching Assistant, Ph.D. Alice Dobrinoiu<\/strong>
\nFaculty of Law, Titu Maiorescu University of Bucharest<\/p>\n

4. The new technologies and the right to privacy of the employee
\nPh.D. Candidate Georgiana Enache<\/strong>
\nPhD Candidate within the Faculty of Law, University of Bucharest<\/p>\n

5. Sintez\u00c4\u0192 a jurispruden\u00c8\u203aei franceze privind atingerile care pot fi aduse vie\u00c8\u203aii private a salaria\u00c8\u203ailor prin intermediul noilor tehnologii
\nAssociate Professor, Ph.D. Roxana Cristina Radu<\/strong>
\nFaculty of Law, University of Craiova
\n6. The impact of new technologies on the labor market in Romania and Spain
\nPh.D. Candidate Ioana Florea<\/strong>
\nPh.D. Candidate Faculty of Law, Titu Maiorescu University of Bucharest<\/p>\n

17:00 \u00e2\u20ac\u201c 17:30 \u00e2\u20ac\u201c Coffee break<\/p>\n

FRIDAY, October 11, 2019 <\/strong>
\n17:30 \u00e2\u20ac\u201c 19:00 <\/strong>
\nAula Magna<\/strong><\/p>\n

Presentations in Panel V<\/strong><\/p>\n

MODERATORS<\/strong><\/p>\n

Associate Professor, Ph.D. Daniela Mo\u00c8\u203aiu<\/strong>
\nFaculty of Law, West University of Timisoara
\nAssociate Professor, Ph.D. Laura Georgescu<\/strong>
\nFaculty of Law, The Ecological University of Bucharest<\/p>\n

1. Internal regulation – between tradition and modernity
\nAssociate Professor, Ph.D. Daniela Mo\u00c8\u203aiu<\/strong>
\nFaculty of Law, West University of Timisoara<\/p>\n

2. Some aspects regarding working time in the context of current technology
\nTeaching Assistant, Ph.D. Luiza Lungu<\/strong>
\nFaculty of Law, Titu Maiorescu University of Bucharest<\/p>\n

3. Importan\u00c8\u203aa form\u00c4\u0192rii profesionale \u00c3\u00aen contextul dezvolt\u00c4\u0192rii sistemelor de inteligen\u00c8\u203a\u00c4\u0192 artificial\u00c4\u0192 (IA)
\nAssociate Professor, Ph.D. Laura Georgescu<\/strong>
\nFaculty of Law, The Ecological University of Bucharest<\/p>\n

4. Workplace flexibility in the digital era. Legal implications
\nPh.D. Candidate Bogdan Ioni\u00c8\u203a\u00c4\u0192<\/strong>
\nPh.D. Candidate within the Faculty of Law, University of Bucharest<\/p>\n

5. Considerations regarding the responsibility of the administrator of a company
\nPh.D. Candidate Adriana Violeta Nistor<\/strong>
\nPh.D. Candidate within the Faculty of Law, Lucian Blaga University of Sibiu<\/p>\n

6. Consent in labour relations
\nPh.D. Candidate Alexandru Georgescu<\/strong>
\nPh.D. Candidate, Andrei Radulescu Institute of Legal Research, Romanian Academy<\/p>\n

FRIDAY, October 11, 2019 <\/strong>
\n17:30 \u00e2\u20ac\u201c 19:00 <\/strong>
\nRoom 101, 1st Floor<\/strong><\/p>\n

Presentations in Panel VI<\/strong><\/p>\n

MODERATORS<\/strong><\/p>\n

Associate Professor, Ph.D. Monica Gheorghe<\/strong>
\nFaculty of Law, Lucian Blaga University of Sibiu
\nAssociate Professor, Ph.D. Gabriel Uluitu<\/strong>
\nFaculty of Law, Nicolae Titulescu University of Bucharest<\/p>\n

1.Consequences of new technologies\u00e2\u20ac\u2122 use relating to the patrimonial liability of juridical labour relations\u00e2\u20ac\u2122 subjects
\nAssociate Professor, Ph.D. Gabriel Uluitu<\/strong>
\nFaculty of Law, Nicolae Titulescu University of Bucharest<\/p>\n

2.The issues regarding employer’s patrimonial liability for non-pecuniary damages caused to his employer
\nLecturer, Ph.D. Radu Florian Gheorghe<\/strong>
\nFaculty of Law, Agora University of Oradea<\/p>\n

3.The new regulation of the administrative-disciplinary responsibility of the civil servants
\nAssociate Professor, Ph.D. Radu Razvan Popescu<\/strong>
\nThe National School of Political and Administrative Studies Bucharest<\/p>\n

4.Considerations regarding criminal liability specific to labor relations in the case of new forms of work relationship
\nAssociate Professor, Ph.D. Cristian Mihe\u00c8\u2122<\/strong>
\nFaculty of Law , University of Oradea<\/p>\n

5. The civil servant is the interface between the public authority and the citizens
\nLecturer, Ph.D. Ana Mocanu-Suciu<\/strong>
\nFaculty of Law, Lucian Blaga University of Sibiu<\/p>\n

6.Considerations regarding the investigation of crimes committed in the field of labor relations
\nLecturer, Ph.D. Diana C\u00c3\u00aermaciu<\/strong>
\nFaculty of Law, University of Oradea<\/p>\n

7.Information systems integrated in the structures of the records of persons and civil status
\nLecturer, Ph.D. Andreea Dragomir<\/strong>
\nFaculty of Law, Lucian Blaga, University of Sibiu<\/p>\n

FRIDAY, October 11, 2019 <\/strong>
\n12:00 \u00e2\u20ac\u201c 14:00 <\/strong>
\nRoom 116, 1st Floor<\/strong><\/p>\n

DEBATES<\/strong><\/p>\n

Panel<\/strong>
\nStudents, Masters, Ph.D. Candidate<\/strong><\/p>\n

REPORTER<\/strong><\/p>\n

Student Maria Antonia Pomohaci<\/strong>
\nFaculty of Law, Lucian Blaga University of Sibiu<\/p>\n

This year students will participate in this panel. III and IV, the specializations of Law and Public Administration within the Faculty of Law Sibiu, masters of the Faculty of Law Sibiu and Ph.D. Candidates from the Doctoral Schools organized at the universities of the country.<\/p>\n

SATURDAY, October 12, 2019 <\/strong>
\n9:00 \u00e2\u20ac\u201c 11:00<\/strong>
\nAula Magna<\/strong><\/p>\n

PLENARY SESSION<\/strong><\/p>\n

The New Technologies and the Non-standard Forms of Employment:Predictibility and Reciprocity not a parallel Universe<\/p>\n

MODERATOR<\/strong><\/p>\n

Professor, PhD. Claudia – Ana Moarc\u00c4\u0192\u00c8\u2122<\/strong>
\nFaculty of Law, University of Bucharest<\/p>\n

Digital platforms and labour law: new challenges and perspectives
\nPh.D. Giuseppe Casale<\/strong><\/p>\n

Director Turin School of Development, Secretary General ISLSSL
\nInternational Training Centre of the ILO, Italy<\/p>\n

The subordination of a teleworker in the Polish labour law
\nProfessor, Ph.D. Jakub Stelina<\/strong>
\nUniversity of Gdansk, Poland<\/p>\n

11:00 \u00e2\u20ac\u201c 11:30 \u00e2\u20ac\u201c Conclusions
\nClosing of the Conference
\n11:30 -19:00 – Cultural program[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. ALEXANDRU ATHANASIU ” tab_id=”1566199316783-eccf3164-60d1″][vc_column_text]Professor, Ph.D. Alexandru Athanasiu\"Prof.univ.<\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/drept.unibuc.ro\/Prof.-univ.-dr.-Alexandru-Athanasiu-s17-a74-ro.htm<\/strong><\/p>\n

 <\/p>\n

Protection of work in the digitalized era. About the need to reevaluate the concepts of \u00e2\u20ac\u0153worker\u00e2\u20ac\u009d and \u00e2\u20ac\u0153subordination\u00e2\u20ac\u009d<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Technological evolution lead to the reduction of transaction costs, increased economic efficiency, challenge of classical industries, changes in many companies\u00e2\u20ac\u2122 profiles and development of new forms of work.<\/p>\n

This study aims to analyze the impact of technological evolutions on work relations, which seem to be enticing away from the classic pattern, specific to industrial economies, where work was carried out, as a rule, under a fix working schedule and from workplaces organized by the employer.<\/p>\n

Thus, as the organization of work transforms, and, implicitly, the content of the subordinate relationship, the border between independent and subordinate work fades away.<\/p>\n

Given the above, this paper raises several key issues, which, in our opinion, represent the key to rebuilding labor law in order to adapt it to new realities on the labor market.<\/p>\n

These issues relate to: (i) establishing whether labor law should protect work, irrespective of the type of agreement under which it is performed; (ii) the need to reevaluate the criteria used to distinguish between independent and subordinate work; (iii) assessing the level of protection that workers should benefit from under labor legislation, depending on the degree of independence in the organization of work, as well as the specificity of the work carried out by them.<\/p>\n

Key words:<\/strong> worker, subordination, independent work, subordinate work.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. RADU BOGDAN BOBEI” tab_id=”1566199428922-3959cd04-9337″][vc_column_text]Associate Professor, Ph.D. Radu Bogdan Bobei\"Conf.univ.dr.<\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/drept.unibuc.ro\/Conf.-univ.-dr.-Radu-Bogdan-Bobei-s17-a113-ro.htm<\/strong><\/p>\n

 <\/p>\n

Dimensions of private international labour market law<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract<\/strong><\/p>\n

National and foreign elements are meeting each other in the context of the labour market irrespective of the types of such market: locals markets, regional markets and the international one. In the light of the legal relationships arising out of their interplay, it occurs the question: which the law applicable to the merits of such legal relationships? The players of the labour market are answering by the way of using the so-called \u00e2\u20ac\u0153conflict of law\u00e2\u20ac\u009d rules. The principle of lex voluntatis constitutes one of the versions of the latter rules. This is not the sole conflict of law rule. This contribution explores briefly the versions of the conflict of law rules familiar to the labour market. The legal background, the jurisprudence and the doctrine are very helpful in order to underline such issues.<\/p>\n

Key words<\/strong>: private international law, labour market<\/p>\n

[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Dr. GIUSEPPE CASALE” tab_id=”1566198104464-5cf318cb-b851″][vc_column_text]Ph.D. Giuseppe Casale<\/strong>\"Dr.Giuseppe<\/strong><\/p>\n

Director Turin School of Development, Secretary General ISLSSL<\/strong><\/p>\n

International Training Centre of the ILO, Italy<\/strong><\/p>\n

https:\/\/www.itcilo.org\/masters-programmes\/ll-m-in-international-trade-law\/partners-and-faculty\/the-scientific-committee\/giuseppe-casale<\/strong><\/p>\n

 <\/p>\n

Digital platforms and labour law: new challenges and perspectives <\/strong><\/p>\n

Abstract<\/strong>:<\/p>\n

One of the major transformations in the world of labour over the past decade has been the emergence of digital labour platforms. This new form of labour has not only disrupted existing business models but also the employment model upon which these business models relied. Work on digital labour platforms provides workers the opportunity to work from any place, at any time and take up whatever jobs suits them. However, concerns over the future of work have centred on whether technology will displace humans in their workplace and, if so, what to do with growing global surpluses of labour. Less attention has been placed on the types of jobs that will be created, and whether these jobs will be \u00e2\u20ac\u0153decent\u00e2\u20ac\u009d. This paper focuses on the impact of digital labour platforms on employment and industrial relations.<\/p>\n

Key words:<\/strong> digital labour platforms, labour surplus, types of workplace, labour force, industrial relations.<\/p>\n

[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Lect. univ. dr. DIANA C\u00c3\u017dRMACIU ” tab_id=”1566199551519-8246df8a-94ad”][vc_column_text]Lecturer, Ph.D. Diana C\u00c3\u00aermaciu
\n\"Lect.univ.dr. <\/strong><\/p>\n

Faculty of Law, University of Oradea<\/strong><\/p>\n

https:\/\/drept.uoradea.ro\/ro\/departament\/181-lect-univ-dr-diana-cirmaciu<\/strong><\/p>\n

 <\/p>\n

Considerations regarding the investigation of crimes committed in the field of labor relations<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

In the contemporary period, in the context of technology development, it is necessary to\u00c2\u00a0 present systematically the ways of investigating offences related to labor relations.<\/p>\n

In order to prevent and combat such offenses and to solve cases dealing with offences related to labor relations it is necessary to use many investigative methods.<\/p>\n

Key words<\/strong>: forensic science, forensic technique, forensic tactics, offences committed in the sphere of labor relations[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Dr. ELENA- DIANA CRUMP\u00c4\u201aN\u00c4\u201a” tab_id=”1565898296737-ee8730fc-c6aa”][vc_column_text]Ph.D. Diana-Elena Crump\u00c4\u0192n\u00c4\u0192\"Dr.<\/strong><\/p>\n

European Policy and Program Officer, DG Employment, Social Affairs and Inclusion, European Commission, Brussels, Belgium<\/strong><\/p>\n

http:\/\/baroulvalcea.ro\/index.php?option=com_contact&view=contact&id=51<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Developments at EU level concerning the impact of new technologies on labour relations\u00c2\u00a0\u00c2\u00a0\u00c2\u00a0 <\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract<\/strong><\/p>\n

The jobs of tomorrow will be very different from the ones of today. According to an estimation quoted by the World Economic Forum, 65% of children entering primary school today will ultimately end up working in job types that do not yet exist. New technologies within the fourth industrial revolution drive a great deal of this change with consequences not only on the type or on the substance of our jobs, but also on the form of employment, work environment, flexible working arrangements, etc. New rights such as \u00e2\u20ac\u0153the right to disconnect\u00e2\u20ac\u009d have made their way into our work and started to be regulated into laws.<\/p>\n

Both national and EU-level legislation and policies have to keep up with the rapid pace of change and the EU is constantly concerned with the impact of new technologies, particularly on future employment and social conditions in its Member States.<\/p>\n

Recent developments at EU level and future agendas stand as proof. On 17 November 2017 the European Parliament, the Council and the Commission jointly signed the European Pillar of Social Rights. The Pillar builds upon 20 key principles to deliver new and more effective rights for EU citizens. The Pillar enshrines principles like work-life balance, information about employment conditions, preventing precariousness and others that address the challenges arising from technological developments. The Pillar will trigger further actions by the EU institutions and the Member States, including in relation to new technologies.<\/p>\n

And indeed, the recently adopted Directive on transparent and predictable working conditions aims to improve the situation of workers with atypical and less predictable employment, applying several of the Pillar principles. At the same time, in 2018 a Council Recommendation endorsed the idea to provide access to adequate social protection to all workers and the self-employed, referring among others to the need to address changes in the European labour markets driven by technological developments.<\/p>\n

The EU is at a time of change itself, with a new European Parliament and a new Commission taking office in 2019. New directions have been given by the European Council in its Strategic Agenda for 2019-2024 and further actions related to new technologies were highlighted in the Agenda of the future President of the European Commission. One already notorious example is the intention to improve labour conditions for platform workers.<\/p>\n

Key words<\/strong>: the right to disconnect, the European Pillar of social rights, digital platforms.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. LUMINI\u00c8\u0161A-ELENA DIMA” tab_id=”1566199650401-c149358c-7d4d”][vc_column_text]Professor, Ph.D. Lumini\u00c8\u203aa Dima\"Prof.univ.dr.LUMINI\u00c8\u0161A-ELENA<\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/drept.unibuc.ro\/Prof.-univ.-dr.-Elena-Luminita-Dima-s17-a55-ro.htm<\/strong><\/p>\n

 <\/p>\n

Within the context of pervading all social and economic areas the new technologies horned also in the labour relations<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract<\/strong><\/p>\n

There are more and more employees who work remotely by using information and communication technologies, accessing the electronic systems of their employers, who receive their tasks and perform their attributions by using such systems, while the organization of work, keeping records of the work performed, the control and evaluation of the employees` activities are achieved by using various software.<\/p>\n

Advent of the new technologies within the labour relations cannot baulk the exercise and achievement by the parties of their rights, including the fundamental right of defence. In case of litigation the parties need to be able to prove their pleadings in front of the court and it becomes very useful within this context to analyse the material items of evidence that can be used in the labour conflicts given the limitations currently set forth by the legislation in force.<\/p>\n

Key words:<\/strong> right of defence, material items of evidence, labour conflicts, information and communication technologies.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. RALUCA DIMITRIU” tab_id=”1566199746597-d1896f2d-66ad”][vc_column_text]Professor, Ph.D. Raluca Dimitriu
\n\"Prof.univ.dr.RALUCA<\/strong><\/p>\n

Bucharest University of Economic Studies<\/strong><\/p>\n

http:\/\/cig.ase.ro\/cadre-didactice-departamentul-de-drept\/<\/strong><\/p>\n

 <\/p>\n

Exercise of collective rights in the context of digitalization<\/strong><\/p>\n

 <\/p>\n

Abstract:<\/strong><\/p>\n

Digitization has led to the proliferation of new contractual arrangements, which tend to move away from the standard, in terms of employment. Although the number of atypical employees is constantly increasing, there is no real change in the way trade unions are built or in which they represent their members, so the unions continue to ignore – in most of the cases – the interests of atypical employees, rather perceived as “marginal”. The paper aims to investigate the state of play regarding the exercise of the right of association or the right to strike by digitalized workers and, hence, the prospects of their syndication. We will seek solutions to reconcile the traditionalist conception of current forms of trade union organization with new information technologies.<\/p>\n

Key words:<\/strong> digitalization, collective relations, new contractual arrangements, right of association, right to strike[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Dr. ALICE DOBRINOIU” tab_id=”1565899486847-7a0c1961-4a61″][vc_column_text]Teaching Assistant, Ph.D. Alice Dobrinoiu\"Dr.<\/strong><\/p>\n

Faculty of Law, Titu Maiorescu University of Bucharest<\/strong><\/p>\n

https:\/\/www.linkedin.com\/in\/alice-dobrinoiu-88705617\/<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Mobbing, bulling and other forms of moral harassment in the age of digitalization <\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract<\/strong><\/p>\n

The employee\u00e2\u20ac\u2122s right to dignity, security and health at work, as established by article 39 from the Labour Code has the correspondent correlative obligation of the employer to adopt all the measures that are necessary in order to limit the psychological involvement of its employees within their workplace. Both mobbing and bullying are secretive, targeted, and widespread forms of abuse in the workplace.<\/p>\n

The psychological harassment at the workplace implies the existence of certain behaviors, certain language, acts or gestures, with a certain duration, which represent a process in time, through some repeatedly or continuously performed actions, which are also \u00e2\u20ac\u0153intentional\u00e2\u20ac\u009d. Jurisprudence established that it is necessary that these behaviors to affect the personality, dignity or physical or psychological integrity of the employee.<\/p>\n

While the employers embrace the new technologies in order to benefit of a digitally connected world and to keep up with the digitalization progresses, there should not be neglected the online harassment forms, such as cyber bullying and online harassment.<\/p>\n

Key words<\/strong>: discrimination, mobbing, bullying, work.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Lect. univ. dr. ANDREEA NICOLETA DRAGOMIR” tab_id=”1570390139563-67a6d56a-f999″][vc_column_text]Lecturer, Ph.D. Andreea Nicoleta Dragomir\"\"<\/strong><\/p>\n

Faculty of Law, Lucian Blaga, University of Sibiu<\/strong><\/p>\n

http:\/\/drept.ulbsibiu.ro\/personal\/lect-univ-dr-andreea-nicoleta-dragomir\/<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Information systems integrated in the structures of the records of persons and civil status<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

 <\/p>\n

Abstract:<\/strong><\/p>\n

Proper use, both intensively and extensively, the new information technologies is essential for the implementation of government reform. In this context, the new methods of organizing the activity and the work, as well as the integration of the new competences for collecting, processing, organizing and communicating the information, become an indispensable requirement for the efficiency and effectiveness of a structure. The information society is a new and much more perfect, than human civilization, in which equal and universal access to information, in correlation with a developed information and communication infrastructure, contributes to the development of an open society based on democratic values, in order to reduce the degree. of poverty and improving the quality of life.<\/p>\n

Keywords: <\/strong>Information systems, records service, civil status, communication, organization, administration, E-government.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”GEORGIANA ENACHE ” tab_id=”1566199857976-f12ec294-5f62″][vc_column_text]\"Dr.GEORGIANA<\/p>\n

Ph.D. Candidate Georgiana Enache<\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/www.linkedin.com\/in\/georgiana-enache-648a679b\/<\/strong><\/p>\n

 <\/p>\n

The new technologies and the right to privacy of the employee<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Nowadays, the use of IT equipment at one\u00e2\u20ac\u2122s workplace is no longer an element of novelty. This reality generates multiple issues not only for the employers but for the employees as well, especially regarding the conciliation of the employees’ right to privacy and the employers\u00e2\u20ac\u2122 right to control and supervise the employee. Specifically, on the one hand, for the employees arises the question of increasing the employers\u00e2\u20ac\u2122 supervisory capacity in the context where, through new technologies, an employer can control besides the work and productivity of its employees,\u00c2\u00a0 various aspects of their personal lives. On the other hand, the employers are faced with the risk that the employees use the IT equipment not only for proffesional purposes, but for personal purposes as well. Given the timeliness of these issues and the necessity to identify a good middle path, the purpose of this article is to examine the legal framework and the case law applicable – at a national and European level – to the right to privacy of employees at their workplace in light of the employers\u00e2\u20ac\u2122 control prerogative.<\/p>\n

Keywords<\/strong>: right to privacy, internet, employee, employer, supervision, control.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”drd. IOANA FLOREA” tab_id=”1570598385930-6b828414-246a”][vc_column_text]Ph.D. Candidate Ioana Florea
\n\"\"<\/strong><\/p>\n

Ph.D. Candidate Faculty of Law, Titu Maiorescu University of Bucharest<\/strong><\/p>\n

https:\/\/www.linkedin.com\/in\/ioana-florea-0495a563\/ <\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

The impact of new technologies on the labor market in Romania and Spain<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

In the last period we are facing an evolution in the field of technologies unprecedented in the history of mankind. This current cannot be ignored or minimized, its main effects being the transformation of the way we work, the education, the economy and even the way we spend our free time or interact with others.<\/p>\n

Technological progress has two sides: a positive one, which favors innovation, flexibility, mobility of resources and human well-being, and a negative one, which threatens the survival of many professions and millions of jobs.<\/p>\n

The Fourth Industrial Revolution, as it was called by the doctrine, will create a series of challenges for the Romanian labor market, as well as for the other countries of the European Union and beyond. The present study will present the effects of digitalization on the labor market in Romania, a country with a lower level of development of the information society than other European countries, such as Spain for example.<\/p>\n

Keywords<\/strong>: new technologies, digitalization, information society, labor market[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Lect. univ. dr. RADU GHEORGHE FLORIAN” tab_id=”1566200012652-1f106755-7920″][vc_column_text]Lecturer, Ph.D. Radu Florian Gheorghe
\n\"Lect.univ.dr.RADU<\/strong><\/p>\n

Faculty of Law, Agora University of Oradea <\/strong><\/p>\n

http:\/\/univagora.ro\/en\/people\/florian-radu\/<\/strong><\/p>\n

 <\/p>\n

The issues regarding employer’s patrimonial liability for non-pecuniary damages caused to his employer \u00c2\u00a0<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract<\/strong><\/p>\n

The present paper aims to analyse the legal framework of the employer’s patrimonial liability for non-pecuniary damages caused to his employer, both from the perspective of the Labour Code and from the perspective of other special laws affecting the legal regime of liability of the employee.<\/p>\n

Key words<\/strong>: patrimonial liability, employer, non-pecuniary damages, contractual liability, civil legal liability.<\/p>\n

[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Drd. ALEXANDRU GEORGESCU” tab_id=”1570390610016-76350389-8ab0″][vc_column_text]Ph.D. Candidate Alexandru Georgescu
\n\"\"<\/strong><\/p>\n

Andrei Radulescu Institute of Legal Research, Romanian Academy<\/strong><\/p>\n

https:\/\/www.linkedin.com\/in\/alexandru-georgescu-46321371\/?originalSubdomain=ro<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Consent in labour relations<\/strong><\/p>\n

 <\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Regulation(EU) 2016\/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, amd repealling Directive 95\/46\/EC(General Data Protection Regulation), regarding data processing in employment relationships, capitalize regulatory approach of Directive 95\/46\/EC and relevant case law, considering the employee’s consent as a legal basis for processing whose use involves extreme caution for employer.<\/p>\n

The Articles aims at synthetically exposing the complex and nuanced manner in which the employee’s consent is managed from legal and jurisprudential perspective. The Article analyzes in special, the relevant provisions of Opinion 2\/2017 on data processing at work – wp 249 and Guidelines on Consent under Regulation 2016\/679.<\/p>\n

Key-Words<\/strong>: employee, Regulation, personal data, consent, Opinion, Guidelines<\/p>\n

[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. LAURA GEORGESCU ” tab_id=”1566200125598-1304c1af-a018″][vc_column_text]Associate Professor, Ph.D. Laura Georgescu\"Conf.univ.dr. <\/strong><\/p>\n

Faculty of Law, The Ecological University of Bucharest<\/strong><\/p>\n

https:\/\/www.ueb.ro\/drept\/departament\/GEORGESCU%20Laura%20CV%20site%20Univ.pdf<\/strong><\/p>\n

 <\/p>\n

Importan\u00c8\u203aa form\u00c4\u0192rii profesionale \u00c3\u00aen contextul dezvolt\u00c4\u0192rii sistemelor de inteligen\u00c8\u203a\u00c4\u0192 artificial\u00c4\u0192 (IA)<\/em><\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Employee training is a necessity on the labour market, not only in Romania, but throughout the world. The employer, according to the Labour Code, is obliged to send the employees to training once every 2 or 3 years depending on the number of employees. He also has the obligation, according to the same Code, as we know, if he has more than 21 employees to work out annually and apply training plans.<\/p>\n

Artificial Intelligence is, and remains, a important subject in the field of work relations, not only in IT, research, but also because has very big impact the labour market. AI determines us to learn how to adapt from all points of view, that of acquiring new competitions, to the new situations that will appear. Employees and business leaders need to learn how to work with AI and how to adapt to new technologies that are increasingly autonomous. We need to find solutions as quickly as possible to problems that appear or will appear related to work places, the social protection of those who will be fired and to adapt the education and training of new technologies.<\/p>\n

On the occasion of the meeting of the world’s most important leaders, in Davos at the World Economic Forum, and last year, in 2018 but also this year, has been discussed the ability of companies to adapt to the revolutionary IA challenge. It was pointed out that “the fourth industrial revolution will eliminate millions of jobs” referring to the implementation of the AI in all areas of activity. Attention has been drawn to the fact that we need a concurrent revolution in education and training, encouraging innovation and adaptability.<\/p>\n

Then, the need to train employees and educate new generations is of major importance in the context of the rapid development of AI.<\/p>\n

Key words:<\/strong> employee training, Artificial Intelligence, labour market, jobs, industrial revolution, innovation, adaptability[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. MONICA GHEORGHE” tab_id=”1567499676525-c850928d-1bb0″][vc_column_text]Conf.univ.MONICA GHEORGHE\"Conf.<\/strong><\/p>\n

Universitatea\u00e2\u20ac\u009dLucian Blaga\u00e2\u20ac\u009d Sibiu, Facultatea de Drept<\/strong><\/p>\n

monica.gheorghe@ulbsibiu.ro<\/strong><\/p>\n

http:\/\/drept.ulbsibiu.ro\/personal\/monica-gheorghe\/<\/strong><\/p>\n

Munca prestat\u00c4\u0192 prin utilizarea platformei digitale. Consecin\u00c8\u203ae privind respectarea principiului egalit\u00c4\u0192\u00c8\u203aii de tratament.<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Rezumat <\/em><\/strong><\/p>\n

Munca prestat\u00c4\u0192 prin utilizarea platformei digitale, una din noile modalit\u00c4\u0192\u00c8\u203ai de prestare a muncii care au ap\u00c4\u0192rut la nivel european \u00c3\u00aen contextul digitaliz\u00c4\u0192rii, a devenit subiect de aprinse dezbateri.<\/p>\n

\u00c3\u017dn mod tradi\u00c8\u203aional, rela\u00c8\u203aia de munc\u00c4\u0192 are la baz\u00c4\u0192 un contract standard de munc\u00c4\u0192, pe o durat\u00c4\u0192 nedeterminat\u00c4\u0192, cu o norm\u00c4\u0192 integral\u00c4\u0192 de munc\u00c4\u0192, \u00c3\u00aen care locul de munc\u00c4\u0192 este delimitat spa\u00c8\u203aial, care reprezint\u00c4\u0192 un punct de referin\u00c8\u203a\u00c4\u0192 pentru a distinge \u00c3\u00aentre formele tipice \u00c8\u2122i atipice de prestare a muncii. Persoanele care presteaz\u00c4\u0192 munca prin intermediul platformelor digitale nu se pot \u00c3\u00aencadra cu u\u00c8\u2122urin\u00c8\u203a\u00c4\u0192 \u00c3\u00aen categoriile de salaria\u00c8\u203ai sau lucr\u00c4\u0192tori independen\u00c8\u203ai. Cercet\u00c4\u0192ri juridice doctrinare au avut ca scop at\u00c3\u00a2t sistematizarea diferitelor forme de prestare a muncii prin utilizarea platformelor digitale \u00c8\u2122i calificarea acestora, precum \u00c8\u2122i analizarea modului \u00c3\u00aen care normele tradi\u00c8\u203aionale de dreptul muncii se pot aplica acestor noi forme de prestare a muncii.<\/p>\n

Prezentul studiul reprezint\u00c4\u0192 un punct de pornire pentru a dezbate asupra modului \u00c3\u00aen care principiul egalit\u00c4\u0192\u00c8\u203aii de tratament \u00c3\u00aentre femei \u00c8\u2122i b\u00c4\u0192rba\u00c8\u203ai se aplic\u00c4\u0192 \u00c3\u00aen cazul prest\u00c4\u0192rii muncii prin utilizarea platformelor digitale. De cele mai multe ori, platformele digitale utilizeaz\u00c4\u0192 diferi\u00c8\u203ai algoritmi pentru a selecta persoana care presteaz\u00c4\u0192 activitatea, pentru a stabili pre\u00c8\u203aul activit\u00c4\u0192\u00c8\u203aii. \u00c3\u017dn selec\u00c8\u203aie, algoritmii se pot baza pe diferite criterii, cum ar fi: evalu\u00c4\u0192rile clien\u00c8\u203ailor, disponibilitatea lucr\u00c4\u0192torului, perioada de timp \u00c3\u00aen care se r\u00c4\u0192spunde, timpul necesar pentru realizarea activit\u00c4\u0192\u00c8\u203aii, calitatea serviciului sau a muncii prestate. \u00c3\u017dns\u00c4\u0192, utilizarea algoritmilor poate determina discrimin\u00c4\u0192ri indirecte pe criteriu de gen.\u00c2\u00a0 Astfel, \u00c3\u00aentrebarea care se na\u00c8\u2122te este dac\u00c4\u0192 principiul european al egalit\u00c4\u0192\u00c8\u203aii de tratament \u00c3\u00aentre femei \u00c8\u2122i b\u00c4\u0192rba\u00c8\u203ai poate proteja lucr\u00c4\u0192torul care presteaz\u00c4\u0192 munca prin intermediul platformei digitale \u00c3\u00aen situa\u00c8\u203aia \u00c3\u00aen care acesta a fost discriminat prin utilizarea unui algoritm.<\/p>\n

Cuvinte cheie: platforma digital\u00c4\u0192; munca prestat\u00c4\u0192 prin utilizarea platformei digitale; discriminare; egalitate de tratament \u00c3\u00aentre femei \u00c8\u2122i b\u00c4\u0192rba\u00c8\u203ai; algoritm.<\/em><\/p>\n

[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Drd. BOGDAN IONI\u00c8\u0161\u00c4\u201a” tab_id=”1565898303017-796d9bbd-7bad”][vc_column_text]Ph.D. Candidate Bogdan Ioni\u00c8\u203a\u00c4\u0192\"Drd.BOGDAN<\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/www.linkedin.com\/in\/bogdan-ionita\/<\/strong><\/p>\n

 <\/p>\n

Workplace flexibility in the digital era. Legal implications<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

This study is based on the assumption that the technological evolutions in the past decades led and will continue to lead to changes in the conditions for performing work, as well as to the development of new flexible forms of work, such as \u00e2\u20ac\u017ecrowdwork\u00e2\u20ac\u009d or \u00e2\u20ac\u017ework-on-demand via apps\u00e2\u20ac\u009d.<\/p>\n

For instance, technological evolutions have fostered the delocalization of work, which contributed significantly to the flexibility of existent work relations, as well as the emergence of new forms of work.<\/p>\n

This paper aims to outline the legal implications stemming from the delocalization of work by redefining the concept of \u00e2\u20ac\u0153workplace\u00e2\u20ac\u009d in the digital era, analyzing the rights and obligations incumbent to the parties to the employment relations in an era where workers carry out their duties from everywhere, with special focus on the organization of working time and its demarcation from rest time, monitoring of employees and health and safety issues.<\/p>\n

Key words:<\/strong> technological evolutions, flexibility, workplace, employee monitoring[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Av. dr. M\u00c4\u201aD\u00c4\u201aLINA IORDACHE” tab_id=”1566200260581-2ee017df-158f”][vc_column_text]Lawyer Ph.D. M\u00c4\u0192d\u00c4\u0192lina Iordache
\n\"Av.dr.<\/strong><\/p>\n

Faculty of Law, University of Bucharest – associate teacher<\/strong><\/p>\n

https:\/\/profesionisti.juridice.ro\/madalina-iordache<\/strong><\/p>\n

 <\/p>\n

Decent work – reflections on the subordination report in the case of teleworking<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The concept of decent work was promoted at the ILO Conference in 1999 as a strategic objective of the ILO, as highlighted by the report of the ILO Director-General (Decent Work). The decent work program that was first spoken at the 1999 Conference was officially adopted in 2008 as part of the ILO’s Declaration on Social Justice for a Fair Globalization. In this statement, it was stated that decent work is the foundation of a productive, fair and inclusive society.<\/p>\n

In fact, it can be said that decent work should be understood as an effective response to the social changes caused by the phenomenon of globalization. The defining elements of decent work (the fundamental right of liberty, human dignity, social security, social justice and non-discrimination, social dialogue) can determine, to the extent that they produce the right effect within a society, sustainable economic and social development that company.<\/p>\n

Referring to this ILO concept, the present study aims to analyse:<\/p>\n

(i) Whether the flexibility of the employment relationships of a particular category of employees is or does not compromise the concept of decent work;<\/p>\n

(ii) Whether the subordinate report for teleworking is a classic or atypical one and the extent to which it contributes to the achievement of the decent work goal.<\/p>\n

Key words:<\/strong> decent work, teleworking, subordinate report[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Asist. univ. dr. LUIZA LUNGU” tab_id=”1566200361378-00f1e76c-3c60″][vc_column_text]Teaching Assistant, Ph.D. Luiza Lungu
\n\"Asist.<\/strong><\/p>\n

Faculty of Law, Titu Maiorescu University of Bucharest<\/strong><\/p>\n

http:\/\/www.utm.ro\/facultatea-de-drept-bucuresti\/cadre-didactice\/<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Some aspects regarding working time in the context of current technology<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

In the context of latest technology which is at the employer\u00e2\u20ac\u2122s and employee\u00e2\u20ac\u2122s disposal in the day to day activity, many employees choose to perform telework using IT tools. However, technology can also be a way in which the employee may feel permanently “trapped” in workloads, which is why many European states have started to limit through legislative initiatives the employer’s right to require the employee any kind of interaction with work performance after the end of the work schedule, decisions reference in this sense being made in France or Spain in order to give employees the right to “disconnect”, in order to ensure their balance between their personal and professional lives.<\/p>\n

The paper thus deals with a review of the trends in working time, the way technology influences the work schedule, the timetable or the activity of the employees, at both European and local level. In this regard, we also intend to analyse the ruling of the Court of Justice of the European Union on the timesheets of the employees work performance by reference to the technology used in their activity, but also on the ways of avoiding the interference between professional and personal life in order to observe the right to disconnect.<\/p>\n

Key words:<\/strong> technology, working time, work schedule, professional and personal life[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. ANTONIO MAEQUEZ PRIETO” tab_id=”1566198279017-2d69f77e-7888″][vc_column_text]Professor, Ph.D. Antonio M\u00c3\u00a1rquez Prieto\"Prof.<\/strong><\/p>\n

University of Malaga, Spain<\/strong><\/p>\n

https:\/\/www.uma.es\/departments\/teachers\/QXFqLzJmbFR5QTlRT29hSlMzSUthUT09\/?set_language=en<\/strong><\/p>\n

 <\/p>\n

New technologies in the employment relationship: what matters for social justice<\/strong>[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. CRISTIAN MIHE\u00c8\u02dc ” tab_id=”1566200454176-4f59d7cf-6669″][vc_column_text]Associate Professor, Ph.D. Cristian Mihe\u00c8\u2122\u00c2\u00a0\"Conf.univ.dr.<\/strong><\/p>\n

Faculty of Law , University of Oradea<\/strong><\/p>\n

https:\/\/drept.uoradea.ro\/ro\/departament\/169-conf-univ-dr-cristian-mihes<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Considerations regarding criminal liability specific to labor relations in the case of new forms of work relationship <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The scientific approach aims at identifying new forms of employment by employees in close connection with the introduction of new technologies, such as: temporary agency work, fixed-term contract, telework, employee sharing, job sharing, temporary employment, ICT-based mobile work, voucher-based work, portfolio work, crowd employment, and collaborative employment.<\/p>\n

The existence of these new forms of employment by the employees generates the necessity to analyze the way of intervention of the criminal responsibility of the parts of the employment relationship, the employee \/ employer, from at least the following perspectives: the fulfillment of the work tasks, health and safety at work, employees’ personal data.<\/p>\n

The last part of the paper will include any proposals to amend the legislation in force in order to ensure that the rights of the parties to the labor relations are fulfilled in the best possible conditions in the context of the changes in the legal labor relations as a result of the introduction of the new technologies<\/p>\n

Key words:<\/strong> new technologies, new forms of employment, criminal liability, job duties, health and safety at work, personal data protection.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. CLAUDIA-ANA MOARC\u00c4\u201a\u00c8\u02dc ” tab_id=”1566200533566-9e3f4629-5c9e”][vc_column_text]Professor, Ph.D. Claudia-Ana Moarc\u00c4\u0192\u00c8\u2122\"Prof.univ.dr.CLAUDIA-ANA <\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/drept.unibuc.ro\/Prof.-univ.-dr.-Claudia-Ana-Moarcas-s17-a63-ro.htm<\/strong><\/p>\n

 <\/p>\n

The Human Being and the \u00e2\u20ac\u02dcNew Order of Work\u00e2\u20ac\u2122 \u00e2\u20ac\u201c Challenges and Perspectives <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The scientific approach aims at identifying new forms of employment by employees in close connection with the introduction of new technologies, such as: temporary agency work, fixed-term contract, telework, employee sharing, job sharing, temporary employment, ICT-based mobile work, voucher-based work, portfolio work, crowd employment, and collaborative employment.<\/p>\n

The existence of these new forms of employment by the employees generates the necessity to analyze the way of intervention of the criminal responsibility of the parts of the employment relationship, the employee \/ employer, from at least the following perspectives: the fulfillment of the work tasks, health and safety at work, employees’ personal data.<\/p>\n

The last part of the paper will include any proposals to amend the legislation in force in order to ensure that the rights of the parties to the labor relations are fulfilled in the best possible conditions in the context of the changes in the legal labor relations as a result of the introduction of the new technologies<\/p>\n

Key words:<\/strong> new technologies, new forms of employment, criminal liability, job duties, health and safety at work, personal data protection.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Lect. univ. dr. ANA MOCANU-SUCIU” tab_id=”1570389518695-21315e2c-775e”][vc_column_text]\"\"<\/p>\n

Lecturer, Ph.D. Ana Mocanu-Suciu<\/strong><\/p>\n

Faculty of Law, Lucian Blaga University of Sibiu<\/strong><\/p>\n

https:\/\/www.beckshop.ro\/raspunderea-functionarilor-publici<\/strong><\/p>\n

 <\/p>\n

The civil servant is the interface between the public authority and the citizens<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The civil servant is the interface between the public authority and the citizens.<\/p>\n

The image of the public institution is an element that essentially contributes to building citizens’ trust in it.<\/p>\n

With the development of access to new technologies and the disclosure in the online environment of a part of the civil servant’s life, there is an interference between the image of the civil servant and that of the public institution.<\/p>\n

This aspect was not observed by the legislature, which extended the scope of disciplinary responsibility and extra-professional behavior that has an impact on the image of the public institution.<\/p>\n

A case of disciplinary liability has been instituted that concerns the manifestations that prejudice the prestige of the public authority or institution in which the public official carries out his activity.<\/p>\n

A disciplinary action with such an object can be based on the way in which the civil servant is exposed through the new technologies.<\/p>\n

Key words<\/strong>: civil servant, public authority, liability, public administration, ethics, disciplinary responsibility[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. DANIELA MO\u00c8\u0161IU” tab_id=”1567493544013-1fe6c0c5-f42e”][vc_column_text]Associate Professor, Ph.D. Daniela Mo\u00c8\u203aiu\"Conf.univ.dr.DANIELA<\/strong><\/p>\n

Faculty of Law, West University of Timisoara<\/strong><\/p>\n

https:\/\/drept.uvt.ro\/departamente\/drept-privat\/motiu-daniela.html<\/strong><\/p>\n

 <\/p>\n

Internal regulation – between tradition and modernity <\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract<\/strong><\/p>\n

The internal regulation – specific source of labour law, is the expression of the power of directing the employer, being par excellence a regulatory legal act of private law whose preparation is the exclusive competence of the employer. The internal regulation is the internal act of the employer by which it establishes the rules regarding the functioning and the performance of the activity in its unit.<\/p>\n

The Labour Code regulates the minimum content of the internal regulation and leaves to the employer’s discretion the decision regarding the concrete way of informing the employees of its content. The jurisdiction regarding the settlement of the employees’ notifications regarding its irregularities belongs to the courts.<\/p>\n

The internal regulation is an act of labour law, a necessary and useful instrument for carrying out labour relations within the unit.<\/p>\n

Key words:<\/strong> internal regulation, employer, employees, consultation, information, content of internal regulation, legality control[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. CARMEN CONSTANTINA NENU” tab_id=”1565900025207-bfd054a6-559b”][vc_column_text]Associate Professor, Ph.D. Carmen Nenu\"Conf.univ.dr. <\/strong><\/p>\n

Faculty of Economics and Law, University of\u00c2\u00a0 Pite\u00c8\u2122ti<\/strong><\/p>\n

http:\/\/194.102.70.11\/en\/faculties\/facultatea-de-stiinte-economice-si-drept-1\/departamentul-drept-si-administratie-publica2<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Evolution of the Concept of Health and Safety in the Workplace in the Context of New Technologies<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The new technologies are leading to major changes in the work environment, both the employer and the employee moving to a new stage of the employment relationship, which resembles less and less like the current one. The digitization of work generates new professional, ergonomic, psycho-social or psychological risks, such as the permanent connection state. All these risks will be part of the reality of each of us in the workplace in the near future. Therefore, an analysis of the evolution of safety and health at work in the current technological age is necessary to identify, at least at the conceptual level, the major changes that need to be implemented in the legislation in order to meet the major objective of protecting the employee in the work process.<\/p>\n

Key words:<\/strong> Occupational risks, Employee protection, Digitization of work, Legislative changes[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Drd. ADRIANA VIOLETA NISTOR” tab_id=”1570390382936-51fee558-8ad1″][vc_column_text]\u00c2\u00a0Ph.D. Candidate Adriana Violeta Nistor (\u00c8\u0161elea)\"\"<\/strong><\/p>\n

Ph.D. Candidate within the Faculty of Law, Lucian Blaga University of Sibiu<\/p>\n

https:\/\/www.linkedin.com\/in\/adriana-violeta-nistor-telea-b208a05\/?originalSubdomain=ro<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Considerations regarding the responsibility of the administrator of a company<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

This article makes an analysis of the administrators\u00e2\u20ac\u2122 liability institution regarding a company in function, in bankruptcy or in liquidation. The aproach of this institution out of the three perspectives raises different problems and the solutions which arise are different for each situation.<\/p>\n

Keywords:<\/strong> liability of the administrator, piercing the corporate veil, business judgement rule.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. LAVINIA ONICA-CHIPEA ” tab_id=”1565900854467-719c9112-a8af”][vc_column_text]Associate Professor, Ph.D. Lavinia Onica
\n\"Conf.univ.dr. <\/strong><\/p>\n

Faculty of Law, University of Oradea<\/strong><\/p>\n

https:\/\/drept.uoradea.ro\/ro\/departament\/188-conf-univ-dr-lavinia-chipea<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Brief considerations regarding the impact of new technologies on the application of Regulation 561\/2006. News and perspectives<\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract<\/strong><\/p>\n

The paper aims to analyze the incidence of introduction of new technologies in the\u00c2\u00a0\u00c2\u00a0 execution of a legal relation of work with specific working time, namely the work report of the truck drivers performing road transport. The first part of the paper contains an evolving description of the regulations regarding the concrete ways to highlight the type of activity and the working time for this category of employees, insisting on the provisions of the Regulation (EC) no. (EC) No 561\/2006 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL on the harmonization of certain social legislation relating to road transport, amending Regulations (EEC) (EEC) No 3821\/85 and (EC) Council Regulation (EC) No 2135\/98 and repealing Regulation (EEC) Council Regulation (EEC) No 3820\/85.<\/p>\n

The introduction of new technologies in our field of analysis (eg tachographs) generates a number of consequences regarding the status of the employee in question, which can be analyzed also from the point of view of respecting his rights provided by the labour legislation and by the norms of the Romanian fundamental act security at work, the right to privacy, etc.).<\/p>\n

The public debate on the “Mobility” legislative package is equally of interest to the subject under consideration from the effects that proposed regulations will have on this form of legal employment relationship with specific work time.<\/p>\n

Key words: <\/strong>specific time, new technologies, tachographs, rights and freedoms, Mobility package[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. Univ. dr. SEPTIMIU PANAINTE” tab_id=”1567539368816-16530e6d-1dce”][vc_column_text]Associate Professor, Ph.D. Septimiu Panainte\"Conf.Univ.dr.SEPTIMIU<\/strong><\/p>\n

Faculty of Law, Alexandru Ioan Cuza University of\u00c2\u00a0 Ia\u00c8\u2122i<\/strong><\/p>\n

http:\/\/laws.uaic.ro\/ro\/organizare\/conducerea-facultatii\/decan\/septimiu-vasile-panainte<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Considerations regarding the alienation of the employee in the industry 4.0.<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Abstract<\/strong><\/p>\n

The fourth industrial revolution is no longer just a concept, it is a reality that we enjoy and we face it at the same time. The digitization, digitalization and development of wireless communications made possible the digital transformation and the development of operational artificial intelligence programs.<\/p>\n

Managing the effects of the \u00e2\u20ac\u009dindustry 4.0\u00e2\u20ac\u009d from a political, legal and economic point of view is a challenge. The effects on the labor market and labor organization are insufficiently outlined and understood. There are a number of detectable risks, including: decreasing employment rates, reducing the number of qualifications, the increased outsourcing of some activities, impairing the ability of professional (re)insertion of employees and increasing the importance of their professional training, increased security risks, including the privacy of employees, declining the strength of traditional social dialogue partners, increasing income inequalities and a more difficult access to social security systems, the alienation of workers from the traditional model of the employment relationship in respect to the indefinite duration of the contract, the growing demand of the flexible\/unequal working program and of the remote work.<\/p>\n

Key words:<\/strong> labor relations, the fourth industrial revolution, risks regarding the labor market[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Lect. univ. dr. MANOLE CIPRIAN POPA” tab_id=”1565900974115-006138df-fcb8″][vc_column_text]Lecturer, Ph.D. Manole Ciprian Popa\"Lect.univ.<\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/drept.unibuc.ro\/Lector-univ.-dr.-Manole-Ciprian-Popa-s17-a818-ro.htm<\/strong><\/p>\n

 <\/p>\n

The Human Being and the \u00e2\u20ac\u02dcNew Order of Work\u00e2\u20ac\u2122 \u00e2\u20ac\u201c Challenges and Perspectives<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The scientific approach aims at identifying new forms of employment by employees in close connection with the introduction of new technologies, such as: temporary agency work, fixed-term contract, telework, employee sharing, job sharing, temporary employment, ICT-based mobile work, voucher-based work, portfolio work, crowd employment, and collaborative employment.<\/p>\n

The existence of these new forms of employment by the employees generates the necessity to analyze the way of intervention of the criminal responsibility of the parts of the employment relationship, the employee \/ employer, from at least the following perspectives: the fulfillment of the work tasks, health and safety at work, employees’ personal data.<\/p>\n

The last part of the paper will include any proposals to amend the legislation in force in order to ensure that the rights of the parties to the labor relations are fulfilled in the best possible conditions in the context of the changes in the legal labor relations as a result of the introduction of the new technologies<\/p>\n

Key words<\/strong>: new technologies, new forms of employment, criminal liability, job duties, health and safety at work, personal data protection[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. R\u00c4\u201aZVAN RADU POPESCU” tab_id=”1565898296714-a393d6fc-d4ac”][vc_column_text]\"Conf.univ.dr.<\/strong><\/p>\n

Associate Professor, Ph.D. Radu Razvan Popescu<\/strong><\/p>\n

The National School of Political and Administrative Studies Bucharest<\/strong><\/p>\n

http:\/\/snspa.ro\/radu-razvan-popescu\/<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

The new regulation of the administrative-disciplinary responsibility of the civil servants <\/strong><\/p>\n

\u00c2\u00a0<\/em><\/strong><\/p>\n

Abstract.<\/strong><\/p>\n

The Administrative Code brings together the whole issue of organizing and operating public institutions, staff status and administrative accountability. Administrative-disciplinary liability is a new concept that changes the vision of disciplinary law.<\/p>\n

The civil servant dissatisfied with the sanction applied may address the administrative court requesting the cancellation or modification of the sanctioning act.<\/p>\n

Contractual staff under an individual employment contract shall be subject to the provisions of the Administrative Code, which shall be supplemented by the provisions of the Labor Code, as a common law.<\/p>\n

Key words<\/strong>: disciplinary offense, hearing, sanction, administrative litigation[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. ROXANA CRISTINA RADU” tab_id=”1565901088389-79ccd0a9-968f”][vc_column_text]Associate Professor, Ph.D. Roxana Cristina Radu\"Conf.univ.dr.ROXANA<\/strong><\/p>\n

Faculty of Law, University of Craiova<\/strong><\/p>\n

https:\/\/drept.ucv.ro\/despre\/lista-cadrelor-didactice\/departamentul-de-drept-privat\/127-roxana-cristina-radu.html<\/strong><\/p>\n

 <\/p>\n

Sintez\u00c4\u0192 a jurispruden\u00c8\u203aei franceze privind atingerile care pot fi aduse vie\u00c8\u203aii private a salaria\u00c8\u203ailor prin intermediul noilor tehnologii<\/em><\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Respect for freedom of expression, protection of the intimate, family and private life of the employee, guaranteeing dignity in work are among the fundamental rights whose observance is a priority in the relations of labour, together with the protection of the health and safety of employees. The problem of employee privacy breaches is a problem that has grown with the development of new technologies and their widespread use. The Internet, audio and video surveillance, mobile phones, global positioning systems have brought in the forefront measures that can be taken on a legal and organizational basis to prevent breaches that the use of these new technologies can bring to the privacy of employees. In the present study we attempted to summarize the French judicial practice and the most famous judgments of the French Court of Cassation on the incidence of new technologies on employees’ private life.<\/p>\n

Key words:<\/strong> employer, Internet, freedom of expression, employee, private life<\/p>\n

[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. REMCO (C.H.) VAN RHEE” tab_id=”1566198377875-e1fbfd05-29a8″][vc_column_text]Professor, Ph.D.Remco (C.H.) van Rhee\"Prof.univ.dr.REMCO<\/strong><\/p>\n

University of Maastricht, Netherlands<\/strong><\/p>\n

https:\/\/www.maastrichtuniversity.nl\/remco.vanrhee<\/strong><\/p>\n

Modern Technology in Civil Litigation: Panacea or Procrustean Bed?<\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Modern technology facilitates far-reaching reforms in the way we litigate. However, whether these changes are always beneficial from the perspective of access to justice and efficiency may be doubted. The present paper will focus on a selection of examples from various European jurisdictions in order to illustrate to what extent recent reforms have been beneficial, and to what extent they have been a failure. The examples concern the way the case is brought to the attention of the opponent party (summons, notification), the manner in which court hearings are conducted, evidence, the reasons carrying the judgment and the way the judgment is issued. The paper will end with an evaluation of what is needed for successful reforms of civil litigation based on modern technologies.<\/p>\n

Key words:<\/strong> modern technology, access to justice, evidence.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. FELICIA RO\u00c8\u02dcIORU ” tab_id=”1565901307611-f8f3e5d9-01af”][vc_column_text]Associate Professor, Ph.D. Felicia Ro\u00c8\u2122ioru
\n\"Conf.univ.dr.FELICIA <\/strong><\/p>\n

Faculty of Law, Babe\u00c8\u2122-Bolyai University of Cluj-Napoca<\/strong><\/p>\n

http:\/\/law.ubbcluj.ro\/index.php\/facultate\/departamentul-de-drept-privat\/81-lect-univ-dr-felicia-rosioru<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Collective representation of platform workers <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Platform workers try to find ways for their collective representation, as in many countries they are not acknowledged as employees. Facing legal obstacles, as trade unionism and collective bargaining are recognised in many countries only for the employees, platform workers have developed alternative ways for collective representation; cooperatives, union-affiliated guilds, using forums in order to achieve a collective dimension, the use of reputation of the companies and the signature or Charters involving public authorities are just some of them.<\/p>\n

Key words<\/strong>:platform workers, union-affiliated guilds, forums, charters.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Dr. JEAN MICHEL SERVAIS” tab_id=”1566198851381-6f63d915-a45b”][vc_column_text]Professor, Ph.D. Jean Michel Servais\"Dr.<\/strong><\/p>\n

Invited Professor at the University of G\u00c3\u00a9rone, Honorary President of the International Society for Labor Law and Social Security, Former Director of the International Labor Office, Switzerland<\/strong><\/p>\n

https:\/\/comptrasec.u-bordeaux.fr\/en\/les-membres\/jean-michel-servais<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

\u00c2\u00a0L\u00e2\u20ac\u2122\u00c3\u00a9conomie collaboratrice des plateformes \u00c3\u00a9lectroniques: nouveaux d\u00c3\u00a9fis, nouvelles protections<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Abstract.<\/strong>The debates on the social protection of people working on digital platforms focus on the need to protect them even if they do not have a work contract .The precariousness of their situation appears when they depend for their livelihood on one or a few entrepreneurs .The problem is similar to those raised for a long time by other workers whose legal status as employees or self-employed persons is, like theirs, uncertain; those of the informal economy .The examination of these experiences illuminates the current discussion of the guarantees to be granted here, the possibilities opened by this comparison, but also its limits.<\/p>\n

It leads to explore new ways.<\/p>\n

Keywords:<\/strong> digital platform, social protection of the employee, guarantees given by the employer.<\/p>\n

[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Professor, Ph.D. Jakub Stelina” tab_id=”1566198919768-00c52016-e6eb”][vc_column_text]Professor, Ph.D. Jakub Stelina\"Prof.<\/strong><\/p>\n

University of Gdansk, Poland<\/strong><\/p>\n

https:\/\/ug.edu.pl\/pracownik\/2740\/jakub_stelina?language=en<\/strong><\/p>\n

 <\/p>\n

The subordination of a teleworker in the Polish labour law<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Abstract<\/strong><\/p>\n

According to Polish law the telework is the work done, on a regular basis, outside the work establishment, using means of electronic communication, while a teleworker is an employee working under such conditions and transferring the results of the work to the employer with the involvement of means of electronic communication in particular. If the person that does the telework is subordinated to the person\/entity by whom it is hired, the contract in question is a contract concluded under provisions of labour law, but the subordination of teleworker is modified. The employer may retain influence on the mode of doing work throughout the duration of the contract on telework, but his supervisory rights (determining the place and time of performance of work) are, in principle, excluded or at least limited.<\/p>\n

Key words:<\/strong> the telework, electronic communication, work provide.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. CHARLES SZYMANSKI” tab_id=”1566198519728-075f7c8d-20ea”][vc_column_text]Professor, Ph.D. Charles Szymanski\"Prof.<\/strong><\/p>\n

Vytautas Magnus University, Lithuania<\/strong><\/p>\n

https:\/\/www.applied-ethics.com\/team\/charles-szymanski\/<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Discrimination<\/strong> by Algorithm<\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Abstract<\/strong><\/p>\n

Artificial Intelligence (AI)\u00c2\u00a0 already influences many aspect of our lives. This includes something as basic as searching for something on the internet, where an algorithm in the search engine guides us to the most relevant answers. In the field of work, algorithms are also making their mark, helping employers find and retain the best employees for particular jobs.\u00c2\u00a0 However, the use of algorithms for these purposes may also constitute unlawful employment discrimination (in particular, indirect discrimination) and could violate employees’ and job applicants’\u00c2\u00a0 data protection rights.\u00c2\u00a0 This presentation will attempt to show the boundaries between the\u00c2\u00a0 illegal and legal use of algorithms in the context of labor law, and present recommendations for their use by employers and recruiters in the future.<\/p>\n

Key words:\u00c2\u00a0<\/strong> discrimination, algorithms, artificial intelligence, data protection, automated decision making[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. ANA \u00c8\u02dcTEF\u00c4\u201aNESCU ” tab_id=”1566197412142-0fe74160-0122″][vc_column_text]\"Conf.univ.dr.ANA<\/p>\n

Associate Professor, Ph.D. Ana \u00c8\u02dctef\u00c4\u0192nescu<\/strong><\/p>\n

Faculty of Social and Political Legal Sciences, Dun\u00c4\u0192rea de Jos University of Gala\u00c8\u203ai<\/strong><\/p>\n

http:\/\/www.fsjsp.ugal.ro\/assets\/despre_noi\/departamente\/departament_stiinte_administrative\/cv\/CV-Ana_Stefanescu.pdf<\/strong><\/p>\n

 <\/p>\n

Telework performed by teaching and research staff in higher education – in fact and in law <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The specific activity of teaching and research staff in higher education has always been in fact related to the specific of work performed at home and since the use of information technology has become indispensable, especially in ensuring the telematics relationship with the employer, colleagues or students, master students, PhD students or other external collaborators to the main work environment, it is certainly has been identified with telework.<\/p>\n

Indeed, we must recognize that, apart from the actual teaching activities (courses, seminars, examinations, meetings, etc.), there are a number of activities, such as research, work guidance or work in various committees set up in the interest of education, which are mainly carried out in a place other than the workplace organized by the employer – usually at the teacher’s home or in other places that allow the continuity of on-line or off-line telematics relationship.<\/p>\n

 <\/p>\n

The above mentioned takes on a special dimension from the perspective of Law no. 81\/2018 on the regulation of the activity of teleworking, since teleworking also concerns the specific activity of teaching and research staff, as it is defined in art. 2 lit. a) “a form of the organization of work by which the employee, on a regular and voluntary basis, performs his \/ her duties specific to the position, job or occupation he \/ she occupies from a place other than the workplace organized by the employer, at least one day per month , using information and communication technology “. However, this activity has been ratified since 2003 on work at home or, rather, it is related to its specificity according (especially) to the special academic law (as always), as I have mentioned.<\/p>\n

As a consequence, both the individual labor contracts of the teachers, as well as the internal regulations or other regulations, etc. have to be adapted to the requirements of Law no. 81\/2018. All should be addressed “in the system”.<\/p>\n

As far as we know, in the university environment in general, there are no signs that they would have been notified, which is why we consider it useful to address the matter in this paper.<\/p>\n

Keywords<\/strong>: work at home, teleworking, higher education, individual labor contracts, regulations, teaching and research staff.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Lect. univ.dr. TRAIAN TUNSOIU ” tab_id=”1566197656093-9274a06b-9d0a”][vc_column_text]Lecturer, Ph.D. Traian Tunsoiu
\n\"Lector <\/strong><\/p>\n

Faculty of Law, University of Bucharest<\/strong><\/p>\n

https:\/\/drept.unibuc.ro\/Lector-univ.-dr.-Traian-Tunsoiu-s17-a54-ro.htm<\/strong><\/p>\n

 <\/p>\n

Use of electronic signature in labor relations <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The purpose of the presentation is to analyze the possibility of using the electronic signature at the conclusion, modification, suspension of the individual employment contract as well as for other work documents.<\/p>\n

Key words:<\/strong> electronic signature, employment report.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. MARIOARA \u00c8\u0161ICHINDELEAN ” tab_id=”1566197574298-8ad2cdd8-8ace”][vc_column_text]Professor, Ph.D. Marioara \u00c8\u0161ichindelean\"Prof.univ.dr. <\/strong><\/p>\n

Faculty of Law, Lucian Blaga University of Sibiu<\/strong><\/p>\n

http:\/\/drept.ulbsibiu.ro\/personal\/marioara-tichindelean\/<\/strong><\/p>\n

 <\/p>\n

Protection of personal data throughout work relationships <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Regulation no. 679 of 27 April 2016 of the European Parliament and of the Council on the protection of natural persons with regard to the processing of personal data and on the free movement of such data provides the right of natural persons to protect the processing of personal data as fundamental right. The size of the collection and exchange of personal data has significantly increased. Technology allows both private companies and public authorities to use personal data at a new level as part of their activity, thus the actual protection of personal data throughout the entire Union requires not only the consolidation and detailed determination of rights of data subjects and of obligations of those that process such data, and decide to process personal data, but also equivalent competencies to monitor and ensure the compliance to the personal data protection rules and equivalent sanctions in case of offences committed in Member States.<\/p>\n

This survey intends to identify and clarify certain aspects as to how personal data protection can be ensured at the workplace in this digital era both as concerns their content and their processing.\u00c2\u00a0 Personal data include specific aspects, concerning the physical, physiological, genetical, psychical, economic, cultural and social identity of the employee, which determines the examination thereof at the work place jointly with the confidentiality of the data or information that the employee has acknowledged during the execution of the work agreement, regardless of the type thereof (standard or non-standard form) and data referring to the health. The separation of the personal life from the private life at the work place, the procedure of sending to competent authorities certain essential aspects of the labour agreement during the procedure regulated by rules on employees\u00e2\u20ac\u2122 record, etc. are aspects that involve the analysis of the relationship between employee’s personal data protection requirement and legal character. CJUE jurisprudence is a serious and solid base in understanding the need of a proper application of principles related to the processing of personal data.<\/p>\n

Key words:<\/strong> labour agreements, personal data protection, employee record, digital era, technology, workplace.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. OVIDIU \u00c8\u0161INCA” tab_id=”1567539852893-11504efa-9246″][vc_column_text]Professor, Ph.D. Ovidiu \u00c8\u0161inca\"Prof.univ.dr.OVIDIU<\/strong><\/p>\n

Faculty of Law, Agora University of Oradea<\/strong><\/p>\n

 <\/p>\n

http:\/\/opac.biblioteca.ase.ro\/opac\/bibliographic_view\/149870<\/strong><\/p>\n

 <\/p>\n

Comments on the new European working conditions directive <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

The Directive EU 2019\/1152 of 20 June 2019 on transparent and predictable working conditions repeals, starting with 1 August 2022, the Directive 91\/533\/EEC, all Member States being compelled to take all adequate measures to ensure the fulfillment of the obligations arising from the new dispositions, in all employment relationships.<\/p>\n

Since its objective is to improve working conditions, the new Directive establishes the minimum rights of the workers that have an employment contract or are in an employment relationship, given the case-law on the matter of the Court of Justice. In this respect, Directive 2019\/1152 enunciates definitions, enlarges the area of information regarding the essential aspects of the employment relationship, materializes the means of information, settles the elements regarding the predictability of work, the protection from dismissal and others. In the framework of these dispositions, a special attention needs to be given to the new forms of work.<\/p>\n

Key words:<\/strong> transparency and predictability of working conditions, employment contract, employment relationship.[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Conf. univ. dr. AURELIAN GABRIEL ULUITU” tab_id=”1565899822794-36358267-a9f4″][vc_column_text]Associate Professor, Ph.D. Gabriel Uluitu\"Conf.univ.dr.<\/strong><\/p>\n

Faculty of Law, Nicolae Titulescu University of Bucharest<\/strong><\/p>\n

http:\/\/www.univnt.ro\/ro\/corp_profesoral\/facultatea_de_drept\/uluitu_aurelian_gabriel.html<\/strong><\/p>\n

 <\/p>\n

Consequences of new technologies\u00e2\u20ac\u2122 use relating to the patrimonial liability of juridical labour relations\u00e2\u20ac\u2122 subjects <\/strong><\/p>\n

 <\/p>\n

Abstract<\/strong><\/p>\n

Using of new technologies involves complex changes regarding the way of progress of\u00c2\u00a0 working processes. Inside of these processes, two axes of networking are manifesting from the perspective of patrimonial liability: the one which involves the relation between the employer and the employee who uses the new technologies and, respectively, the one corresponding to the relation between the employer and third parties. The main issue that has to be analyzed concerns the determination of the way that the actual regulatory framework of the patrimonial liability could cover in a proper manner the situations which could appear within the pale of the two types of relations.<\/p>\n

Key words<\/strong>: juridical labour relations; patrimonial liability, working processes; new technologies[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Lect. univ. dr. ANA-MARIA VL\u00c4\u201aSCEANU” tab_id=”1566197844598-0f331a4d-9dbb”][vc_column_text]Lector univ.dr. ANA-MARIA VL\u00c4\u201aSCEANU\"Lector<\/strong><\/p>\n

Universitatea din Bucure\u00c8\u2122ti, Facultatea de Drept<\/strong><\/p>\n

https:\/\/drept.unibuc.ro\/Lector-univ.-dr.-Ana-Maria-Vlasceanu-s17-a871-ro.htm<\/strong><\/p>\n

 <\/p>\n

Ocrotirea muncii \u00c3\u00aen era digitalizat\u00c4\u0192. Despre necesitatea reevalu\u00c4\u0192rii conceptelor de \u00e2\u20ac\u017elucr\u00c4\u0192tor\u00e2\u20ac\u009d \u00c8\u2122i \u00e2\u20ac\u017esubordonare\u00e2\u20ac\u009d<\/em><\/strong><\/p>\n

 <\/p>\n

Rezumat<\/p>\n

Evolu\u00c8\u203aia tehnologic\u00c4\u0192 a condus la reducerea costurilor tranzac\u00c8\u203aiilor, cre\u00c8\u2122terea eficien\u00c8\u203aei economice, contestarea industriilor clasice, schimbarea modelelor de afaceri \u00c8\u2122i dezvoltarea unor noi forme de munc\u00c4\u0192.<\/p>\n

Acest studiu \u00c3\u00ae\u00c8\u2122i propune o analiz\u00c4\u0192 a impactului pe care dezvoltarea tehnologiilor \u00c3\u00ael genereaz\u00c4\u0192 \u00c3\u00aen planul raporturilor de munc\u00c4\u0192, care se \u00c3\u00aendep\u00c4\u0192rteaz\u00c4\u0192 tot mai mult de la tiparul clasic, specific economiei industriale, \u00c3\u00aen care munca se presta, ca regul\u00c4\u0192, \u00c3\u00aen baza unui program de lucru uniform \u00c8\u2122i de la locuri de munc\u00c4\u0192 organizate de angajator.<\/p>\n

Astfel, pe m\u00c4\u0192sur\u00c4\u0192 ce rela\u00c8\u203aiile de munc\u00c4\u0192 se transform\u00c4\u0192 \u00c3\u00aen ce prive\u00c8\u2122te modul de organizare al muncii \u00c8\u2122i, implicit, prin raportare la con\u00c8\u203ainutul raportului de subordonare, grani\u00c8\u203aa \u00c3\u00aentre munca independent\u00c4\u0192 \u00c8\u2122i cea subordonat\u00c4\u0192 se estompeaz\u00c4\u0192.<\/p>\n

A\u00c8\u2122a fiind, acest articol pune \u00c3\u00aen dezbatere c\u00c3\u00a2teva probleme fundamentale, de al c\u00c4\u0192ror r\u00c4\u0192spuns, \u00c3\u00aen opinia noastr\u00c4\u0192, depinde g\u00c4\u0192sirea cheii pentru reconstruirea legisla\u00c8\u203aiei muncii, \u00c3\u00aen scopul adapt\u00c4\u0192rii sale la noile realit\u00c4\u0192\u00c8\u203ai de pe pia\u00c8\u203aa muncii.<\/p>\n

Aceste probleme vizeaz\u00c4\u0192 (i) a stabili dac\u00c4\u0192 dreptul muncii ar trebui s\u00c4\u0192 ocroteasc\u00c4\u0192 munca, indiferent de forma juridic\u00c4\u0192 \u00c3\u00aen care este prestat\u00c4\u0192; (ii) necesitatea reconfigur\u00c4\u0192rii criteriilor \u00c3\u00aen func\u00c8\u203aie de care se poate distinge \u00c3\u00aentre munca independent\u00c4\u0192 \u00c8\u2122i munca subordonat\u00c4\u0192 \u00c8\u2122i (iii) cristalizarea nivelului de protec\u00c8\u203aie ce ar trebui instituit prin normele dreptului muncii \u00c3\u00aen favoarea lucr\u00c4\u0192torilor, raportat la gradul de independen\u00c8\u203a\u00c4\u0192 \u00c3\u00aen organizarea muncii \u00c8\u2122i specificul acesteia.<\/p>\n

Cuvinte-cheie: lucr\u00c4\u0192tor, subordonare, munc\u00c4\u0192 independent\u00c4\u0192, munc\u00c4\u0192 subordonat\u00c4\u0192[\/vc_column_text][\/vc_tta_section][vc_tta_section title=”Prof. univ. dr. MAGDA VOLONCIU” tab_id=”1567540000896-3525c7af-06b7″][vc_column_text]Professor, Ph.D. Magda Volonciu
\n\"Prof.univ.dr.MAGDA<\/strong><\/p>\n

Faculty of Law, Titu Maiorescu University of Bucuresti<\/strong><\/p>\n

https:\/\/www.volonciu.ro\/<\/strong><\/p>\n

Special clauses within individual atypical employment contracts <\/strong><\/p>\n

\u00c2\u00a0<\/strong><\/p>\n

Abstract<\/strong><\/p>\n

General clauses and special clauses in at distance employment contracts. How the specific clauses work, as they are regulated by art. 20 of the Labor Code, in the case of atypical employment contracts? In the case of distance labour contracts, can the mobility clause be questioned? What would be the limit of an obligation\u00c2\u00a0 of the employee to report to his employer, in order to be\u00c2\u00a0 ensured the exercise of the employer’s control prerogatives? How do the loyalty, non-competition, mobility, training and confidentiality clauses work if several employers within the same Group use the work of the same employee – sharing employees?<\/p>\n

Key words<\/strong>: general clauses, special clauses, remote work contract, atypical work contract.[\/vc_column_text][\/vc_tta_section][\/vc_tta_tour][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"

[vc_row][vc_column][vc_tta_tour][vc_tta_section i_icon_fontawesome=”fa fa-users” add_icon=”true” title=”NAME AND SURENAME” tab_id=”1565901576566-dfca8e6f-8063″][vc_column_text] International Labour Conference “New technologies, consequences for the employment relationship” October 11-12, 2019 FRIDAY, October 11, 2019 8:30 \u00e2\u20ac\u201c 9:00 \u00e2\u20ac\u201c Reception of guests – Aula Magna 9:00 \u00e2\u20ac\u201c 9:30 \u00e2\u20ac\u201c Opening of the Conference \u00e2\u20ac\u201c Aula Magna 9:30 \u00e2\u20ac\u201c 11:30 \u00e2\u20ac\u201c Plenary session \u00e2\u20ac\u201c Aula Magna 11:30 \u00e2\u20ac\u201c 12:00 \u00e2\u20ac\u201c Coffee break 12:00 \u00e2\u20ac\u201c 14:00 \u00e2\u20ac\u201c Panel presentations 14:00 \u00e2\u20ac\u201c 15:30 \u00e2\u20ac\u201c Lunch break 15:30 \u00e2\u20ac\u201c 17:00 \u00e2\u20ac\u201c Panel presentations 17:00 \u00e2\u20ac\u201c 17:30 \u00e2\u20ac\u201c Coffee break 17:30 \u00e2\u20ac\u201c 19:00 \u00e2\u20ac\u201c Panel […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"_links":{"self":[{"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/pages\/3316"}],"collection":[{"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/comments?post=3316"}],"version-history":[{"count":30,"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/pages\/3316\/revisions"}],"predecessor-version":[{"id":3348,"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/pages\/3316\/revisions\/3348"}],"wp:attachment":[{"href":"https:\/\/conferences.ulbsibiu.ro\/labour-law\/wp-json\/wp\/v2\/media?parent=3316"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}