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The finding is that by creating the right business environment for temporary employment and temporary work agencies, relatively successful economies reduce the supply and demand of undeclared work by providing both workers and employers... more
The finding is that by creating the right business environment for temporary employment and temporary work agencies, relatively successful economies reduce the supply and demand of undeclared work by providing both workers and employers with better alternatives. The debate, therefore, should be less about whether to allow flexible labour and temporary work, and more about how flexible labour and temporary work can be regulated to create a win-win situation for both businesses and workers.
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The European strategy for growth has a twofold aim: to become an innovative union and to enhance labour flexibility. Yet, few have addressed the question of whether these two strategies are compatible or concurrent. Through a review of... more
The European strategy for growth has a twofold aim: to become an innovative union and to enhance labour flexibility. Yet, few have addressed the question of whether these two strategies are compatible or concurrent. Through a review of the literature, this article addresses this question by focusing on different types of labour flexibility (functional, contractual and financial), and two types of innovation outcomes: employee-driven innovation (EDI) and organizational innovativeness. Using insights from different research traditions, sound evidence is found for a positive relation between different forms of functional flexibility and both EDI and organizational innovation. This is nevertheless not so for contractual and financial flexibility. Indications are found that these types of labour flexibility are potentially negative for both EDI and organizational innovation. Yet, trends in the European labour market and EU backed policies do not focus on enhancing functional flexibility, but rather aim to increase contractual and financial flexibility.
Canadian immigration and refugee laws have evolved significantly in the last twenty years; Canada now has some of the most lesbian, gay, bisexual and transgender (LGBT) friendly immigration and refugee legislation in the world. Sexual... more
Canadian immigration and refugee laws have evolved significantly in the last twenty years; Canada now has some of the most lesbian, gay, bisexual and transgender (LGBT) friendly immigration and refugee legislation in the world. Sexual minorities facing persecution may make applications for refugee status through Canada’s inland refugee determination system or through the resettlement from abroad programs. Furthermore, reform of immigration laws has removed the bar to sponsoring gay and lesbian partners and LGBT immigrants can now obtain permanent resident status through family sponsorship. However, as outlined in this chapter, sexual minorities continue to encounter a specific set of challenges when they migrate and settle in Canada. Several of the most significant issues arise in relation to the application of the refugee and immigration systems. As a result, the extent to which LGBT refugees and same-sex binational couples can successfully migrate to and settle in Canada continues to be of concern.
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