limb – (здесь) трудное положение
to stipulate – ставить условием, оговаривать
As England was the first country to industrialize, it was also the first to face the often appalling consequences of industrial revolution in a less regulated economic framework. From the late 18th to mid-19th century the foundation for modern labour law was slowly laid, as some of the worse aspects of working conditions were steadily improved through legislation. This was largely achieved through the pressure from social reformers.
From the mid-19th century, attention was first paid to the working conditions for the workforce in general. In 1850, systematic reporting of fatal accidents was made compulsory, and basic safeguards for health and life were put in place from 1855.
A series of further Acts, in 1860 and 1872 extended the legal provisions and strengthened safety provisions. Steady development of the coal industry, increasing association among miners, and increased scientific knowledge paved the way for the Coal Mines Act of 1872, which extended the legislation to similar industries. The same Act included the first comprehensive code of regulation to govern legal safeguards for health, life and limb. The presence of a more certified and competent management and increased levels of inspection were also provided for.
By the end of the century, a comprehensive set of regulations was in place in England that affected all industries. A similar system (with certain national differences) was implemented in other industrializing countries in the latter part of the 19th century and the early 20th century.
Comprehension questions
1.Why was the foundation for modern labour law laid in Great Britain?
2.What was the foundation for modern labour law?
3.What branches did the first Labour Acts regulate?
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Text 9 Jurisdictions of Labour Law
amount - количество
supply and demand - предложения и спрос a price floor – минимальная цена
to be stipulated - специально оговариваться to cover - покрывать
a full-time worker – работник с полной занятостью to support - поддерживать
per day – ежедневно
to work longer hours – работать сверхурочно to prohibit - запрещать
to deal with (dealt) – иметь дело, работать с чем-то to pass a law – принимать закон
in particular – в частности unacceptable - неприемлемый to dismiss – уволить
The basic feature of labour law in almost every country is that the rights and obligations of the worker and the employer are mediated through a contract of employment between the two. The contract is subject to various legal provisions. An employer may not legally offer a contract that pays the worker less than a minimum wage. An employee may not agree to a contract that allows an employer to dismiss them for illegal reasons.
Many jurisdictions define the minimum amount that a worker can be paid per hour. The minimum wage is set usually higher than the lowest wage as determined by the forces of supply and demand in a free market and therefore acts as a price floor. Each country sets its own minimum wage laws and regulations,
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and while a majority of industrialized countries has a minimum wage, many developing countries do not.
Minimum wages are regulated and stipulated in some countries. In Sweden minimum wages are negotiated between the labour market parties (unions and employer organizations) through collective agreements that also cover non-union workers and non-organized employers.
National minimum wage laws were first introduced in the United States in 1938. The living wage is higher than the minimum wage and is designed that a full-time worker would be able to support themselves and a small family at that wage.
The maximum number of hours an employer worked per day or other time interval is set by law in many countries. Such laws also control whether workers who work longer hours must be paid additional compensation.
Other labour laws involve safety concerning workers. The earliest English factory law was passed in 1802 and dealt with the safety and health of child textile workers.
Such laws prohibited discrimination against employees as morally unacceptable and illegal, in particular racial discrimination or gender discrimination.
Comprehension questions
1.In what way are the norms of labour law regulated?
2.What jurisdictions of labour law are considered the most important?
3.What is the difference between a minimum wage, the living wage and the lowest wage?
4.What do you think about the norms of labour law in our country?
5.Are the norms of labour law always observed in the world?
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Text 10 Employment Law
1.Employment Law – трудовое право
2.contract between employers and employees - договор между работодателями и работниками
3.sex discrimination – половая дискриминация
4.in the interviewing and hiring process - в процессе проведения собеседований и найма
5.employment – трудоустройство
6.reasonable adjustments – разумные корректировки
7.unfair dismissal - несправедливое увольнение
8.redundancy – сокращение
9.Labour law – трудовое законодательство
10.strike – забастовка
11.journal article – нормативный акт
12.employment encyclopedia – энциклопедия занятости
13.the Employment Tribunal – трибунал по вопросам занятости
14.claim – претензия
15.deductions of wages – вычет из заработка
16.redundancy pay – выплата увольнений
1.Employment Law entails contracts between employers and employees which are normally controlled by specific legislation. In the UK, certain laws have been enacted regulating the areas of sex discrimination, race relations, disability, health and safety, and employee rights in general. Also, certain aspects of employment contracts are covered by Trade Union and Labour Relations Acts 1992.
2.The law protects disabled persons by making it unlawful to discriminate against such persons in the interviewing and hiring process and regarding the terms of the offer of employment. Employers are required to make reasonable
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adjustments in the place of work to accommodate disabled persons. However, cost may be taken into account when determining what is reasonable.
3.Matters related to termination of employment, such as unfair dismissal, discriminatory dismissal or redundancy dismissal, are governed by the Employment Rights Act 1996. Also, certain aspects of termination of employment are governed by the Trade Union and Labour Relations Act 1992 when the decision to terminate employment is in some way related to the activities of a trade union.
4.Employment law relates to the areas covered above, while labour law refers to the negotiation, collective bargaining and arbitration processes. Labour laws primarily deal with the relationship between employers and trade unions. These laws grant employees the right to unionise and allow employers and employees to engage in certain activities (e.g. strikes, picketing, seeking injunctions, lockouts) so as to have their demands fulfilled.
5.Employment law can be found in a number of different sources. The main sources are the common law, legislation and European law. Other sources include codes of practice and regulations, journal articles, the Internet and employment encyclopedias can also be an invaluable source of information.
6.Employment law disputes are initially heard either in the County Court, High Court or in the Employment Tribunal. Whether the aggrieved party brings his claim in a court or tribunal will depend on the nature of the dispute. Claims concerning breach of contract, wrongful dismissal and applications for injunctions are brought in the courts. Claims involving unfair dismissal, discrimination, equal pay, redundancy pay, deductions of wages, and maternity rights are heard in the Employment Tribunal. In other words, claims involving breach of the common law or contract are brought in the courts and claims involving a breach of a statute are brought in the Employment Tribunal. The exception to this is that there are some claims for breach of contract that can be brought either in the courts or a tribunal.
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