Non standard employment relationship and the gender dimension

Author:Mihaela Emilia Marica
Position:Doctoral Law School, Bucharest University of Economic Studies
Pages:168-178
SUMMARY

Besides influences economic, political and social on the standard form of individual employment contract, which led to a more flexible regulatory framework in the field of labor relations, an important factor that marked trend evolving contract atypical employment is the number of women who entered the labor market in recent decades. Because most strongly feminized form of employment non-standard ... (see full summary)

 
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Non-standard employment relationship and the gender dimension
Ph.D. student Mihaela-Emilia MARICA
1
Abstract
Besides influen ces econ omic, pol itical and social on the stand ard form of
indi vidual e mploy ment contract, which l ed to a mo re flexibl e regulatory framework in the
field o f la bor relat ions, an important facto r that mark ed trend ev olving con tract atypi cal
employmen t i s t he number of women w ho en tered the l abor mark et in recent decad es.
Because most strongly feminized form of employment non-sta ndard empl oyment
relati onship part-time, this arti cle capt ures the issu es most important abou t the relatio nship
work part -time and the gender factor, the i mpact of thi s form of employmen t on t he size
women's soci al and level of prote ction provid ed by labor law an d social prot ection rule s in
ligh t of state s that have agreed to support and legitimize thi s form of employment. Also, th e
circumstan ces of the most important , de termining t he choi ce of women in terms o f hi ring
part-ti me, rational es justifyin g the strong influe nce of gender in h iring pa rt-time, al ong
with the id entificatio n of negative co nsequences of the feminizat ion of this atyp ical forms of
work are important fact ors that are discu ssed in this arti cle.
Keywords: empl oyment, la bor l aw, aty pical workers, labor marke t, gend er
discrimin ation.
JEL Cla ssification: K31
1. Preliminaries
Following research in the field of law and the doctrine of labor relations,
both internally and in comparative law, we see a proliferation of non-standard
forms of employment or atypical. The working relationship non standard forms of
work which is spreading most rapidly
2
, is seen as a key element in finding
solutions to problems related to the restructuring of economic life, adapting to the
reality of fluctuating production on the one hand, and achieving a balance between
family and professional
3
obligations, on the other hand. This form of atypical work
1
Mihaela-Emilia M arica - Doctoral Law School, Bucharest University of Economic Studies,
avocatmihaelamarica@yahoo.com .
2
Recent surveys conducted at European level, showing the percentage increase forms of work
standard, p ermanent, full-time is surpassed by the percentage increase forms of work non-standard,
atyp ical, t hus creating relations plan individual work p art and not insignificant significant European
labor markets. (See Jan Buelens, John Pearson, Standard work : an anachronism?, Intersentia
Publishing Ltd., Cambridge, 2013, p. 4).
3
See, in t his regard, Raluca Dimitriu Flexibilizarea modalităților de încetare a contractului de
muncă, in Modificările Codului Muncii și ale Legii Dialogului Social, coord. Alexandru Athanasiu,
Universul Juridic, 2011, Bucharest University, Clubul de Drept Social Costel Gîlcă, p. 110.

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