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يحدد قانون العمل في الولايات المتحدة الحقوق والواجبات لكلّ مِن الموظفين، والنقابات العمالية، وأصحاب العمل في الولايات المتحدة. يتمثّل الهدف الأساسي لقانون العمل في معالجة «عدم تكافؤ القوة التفاوضية» بين الموظفين وأصحاب العمل، لا سيما أصحاب العمل «المنظمين على مستوى المؤسسات، أو غيرها من جمعيات الملكية». طوال القرن العشرين، رسّخ القانون الفيدرالي الحد الأدنى من الحقوق الاقتصادية والاجتماعية، وحثّ قوانينَ الولايات على تجاوز الحد الأدنى لما هو في صالح الموظفين. يحدّد قانون معايير العمل العادل لعام 1938 حدًا أدنى للأجور على المستوى الفيدرالي، يبلغ حاليًا 7.25 دولارًا، ولكنه يبلغ أكثر من ذلك في 29 ولاية وفي العاصمة واشنطن، ولا يشجع على تجاوز ساعات العمل الأسبوعية أكثر من 40 ساعة من خلال فرضه دفعَ أجر على ساعات العمل الإضافية. لا يوجد قانون فيدرالي يشترط وجود إجازات سنوية مدفوعة الأجر أو إجازة العائلية مدفوعة الأجر، وتتسم قوانين الولايات بقصورها في هذا الجانب. ينصّ قانون الإجازة العائلية والمَرضية لعام 1993 على حق محدود في الحصول على إجازة غير مدفوعة الأجر لمدة 12 أسبوعًا في الكيانات الضخمة. إنما ليس ثمة حق تلقائي في الحصول على راتب التقاعد المهني إضافةً إلى التأمين الاجتماعي المفروض اتحاديًا، لكن يتطلّب قانون تأمين دخل الموظف المتقاعد لعام 1974 وجودَ معايير الإدارة الحكيمة وحُسن التوجيه إذا وافق أرباب العمل على دفع معاشات تقاعدية، أو مخصصات الرعاية الصحية، أو غيرها من المزايا. كما يشترط قانون السلامة والصحة المهنية للعام 1970 أن يحظى الموظفون بنظامٍ آمنٍ للعمل. يمكن الاتفاق في عقد العمل لوضع شروط أفضل من الحد الأدنى من الحقوق القانونية. إنما بُغية زيادة قدرتهم التفاوضية للحصول على شروط أفضل، ينظم الموظفون نقابات عمالية للمفاوضة الجماعية. يضمن قانون كلايتون لمكافحة الاحتكار للعام 1914 حق الجميع في التنظيم، ويكفل القانون الوطني للعلاقات العمالية للعام 1935 حقوقًا لمعظم الموظفين للتنظيم دون أن يلحق بهم الضرر بسبب ممارسات العمل غير العادلة. بموجب قانون الإبلاغ والكشف عن إدارة العمل للعام 1959، تتقيد إدارة النقابات العمالية بالمبادئ الديمقراطية. في حال كان غالبية الموظفين في مكان العمل يدعمون نقابة عماليةً ما، فمن واجب الجهات الموظِّفة المساومةَ بنية حسنة. يمكن للنقابات العمالية أن تتخذ إجراءات جماعية للدفاع عن مصالح العمال، ويشمل ذلك توقفهم عن العمل بسبب الإضراب. حتى الآن لا توجد حقوق عامة للمشاركة المباشرة في إدارة المؤسسة، ولكن جرّب العديد من الموظفين والنقابات الحصول على درجةٍ من التأثير من خلال صناديق المعاشات التقاعدية، والتمثيل في مجالس إدارة الشركات. منذ صدور قانون الحقوق المدنية لعام 1964، يتوجب على جميع الجهات الموظِّفة والنقابات العمالية معاملة الموظفين بصورة متساوية، دون تمييز على أساس «العرق، أو اللون، أو الدين، أو الجنس، أو الأصل القومي». ثمة قواعد منفصلة تتعلق بالتمييز على أساس الجنس في الأجور بموجب قانون تكافؤ الأجور للعام 1963. وأُضيفت مجموعات غير المذكورة آنفًا ذات «وضع محمي» في قانون التمييز على أساس العمر في التوظيف للعام 1967 وقانون الأمريكيين ذوي الإعاقة للعام 1990. لا يوجد قانون فيدرالي يحظر جميع أنواع التمييز على أساس الميول أو الهوية الجنسية، ولكن أقرّت 22 ولاية قوانين بهذا الصدد بحلول العام 2016. بشكل عام، تحظر قوانين المساواة هذه التمييز في التوظيف، وشروط التوظيف، وتجرّم الطرد من العمل بسبب التمييز ضد فئةٍ محمية. كما أنه ليس ثمة قانون اتحادي ضد الفصل التعسّفي، وليس في معظم الولايات أية قوانين تقدم الحماية الكاملة ضد الفصل غير المشروع من الخدمة. تشترط الاتفاقات الجماعية التي عقدتها النقابات العمالية وبعض عقود العمل تشترط ألا يُفصل العامل سوى على أساس «سبب وجيه». يتطلب قانون الإشعار بتكيّف وإعادة تدريب العمال للعام 1988 أن تقدم الجهات الموظِّفة إشعارًا قبل 60 يومًا إذا كان أكثر من %50 أو ثلث العمّال على وشك فقدان وظائفهم. سعى القانون الفيدرالي لبلوغ مستوى التوظيف الكامل من خلال السياسة النقدية والإنفاق على البنية التحتية. كما حاولت السياسة التجارية إدراج حقوق العمال في الاتفاقيات الدولية، بهدف ضمان عدم تقويض الأسواق المفتوحة في الاقتصاد العالمي التجارة العادلة والتوظيف الكامل. (ar) El derecho laboral en Estados Unidos es una colección heterogénea de leyes federales y estatales. La ley federal no solo fija las bases que determinan los derechos de los trabajadores a sindicalizarse en el sector privado, pero también invalidan la mayor parte de las leyes locales y estatales que quieran regular esta área. La ley federal también provee de derechos más limitados a empleados del gobierno federal. Estas leyes federales, no obstante, no aplican a empleados de y municipales, agricultores o empleados domésticos; cualquier protección legal que tengan estos trabajadores proviene de la ley estatal. El patrón es menos claro en el área de salarios y condiciones de trabajo. La ley federal establece un salario mínimo y derecho a horas extra en la mayor parte de los trabajadores tanto del sector público como el privado; la ley estatal y municipal pueden proveer derechos más abarcadores. Similarmente, la ley federal provee garantías mínimas de seguridad en el sitio de trabajo, pero permite a los estados tomar esas responsabilidades y aplicar regulaciones más estrictas. Finalmente, tanto la ley federal como la estatal protegen a los trabajadores de . En la mayor parte de las áreas, estos dos cuerpos legales coinciden; por ejemplo, la ley federal permite que los estados promulguen sus propios estatutos que prevengan toda discriminación basada en raza, género, religión, nacionalidad y edad, en tanto y en cuanto la ley estatal no otorgue menos protecciones que lo que haría la ley federal. Por otra parte, la ley federal excluye a la mayor parte de los estatutos estatales que previnieran a los empleadores de discriminar empleados para prevenir que estos obtuvieran pensiones u otros beneficios, o de por tomar represalias contra ellos por hacer valer estos derechos. El Congreso de los Estados Unidos no ha ratificado el Convenio de la Organización Internacional del Trabajo sobre la libertad sindical y la protección del derecho de sindicación de 1948, o el Convenio del derecho de sindicalización y negociación colectiva de 1949. (es) Le droit du travail aux États-Unis est caractérisé par son imbrication entre lois fédérales et lois des États fédérés, ainsi que par la grande flexibilité du marché du travail, notamment en matière de licenciement. De façon générale, les lois fédérales instituent des standards minimums (par exemple en termes de salaire minimum ou de sécurité), les États pouvant imposer des standards plus élevés (la Californie a par exemple un (en)). Les États-Unis n'ont pas ratifié la Convention sur la liberté syndicale et la protection du droit syndical de 1948 ni la Convention n° 98 sur le droit d'organisation et de négociation collective de 1949, toutes deux faisant partie des huit conventions fondamentales de l'Organisation internationale du travail (OIT). (fr) United States labor law sets the rights and duties for employees, labor unions, and employers in the United States. Labor law's basic aim is to remedy the "inequality of bargaining power" between employees and employers, especially employers "organized in the corporate or other forms of ownership association". Over the 20th century, federal law created minimum social and economic rights, and encouraged state laws to go beyond the minimum to favor employees. The Fair Labor Standards Act of 1938 requires a federal minimum wage, currently $7.25 but higher in 29 states and D.C., and discourages working weeks over 40 hours through time-and-a-half overtime pay. There is no federal law, and few state laws, requiring paid holidays or paid family leave. The Family and Medical Leave Act of 1993 creates a limited right to 12 weeks of unpaid leave in larger employers. There is no automatic right to an occupational pension beyond federally guaranteed Social Security, but the Employee Retirement Income Security Act of 1974 requires standards of prudent management and good governance if employers agree to provide pensions, health plans or other benefits. The Occupational Safety and Health Act of 1970 requires employees have a safe system of work. A contract of employment can always create better terms than statutory minimum rights. But to increase their bargaining power to get better terms, employees organize labor unions for collective bargaining. The Clayton Act of 1914 guarantees all people the right to organize, and the National Labor Relations Act of 1935 creates rights for most employees to organize without detriment through unfair labor practices. Under the Labor Management Reporting and Disclosure Act of 1959, labor union governance follows democratic principles. If a majority of employees in a workplace support a union, employing entities have a duty to bargain in good faith. Unions can take collective action to defend their interests, including withdrawing their labor on strike. There are not yet general rights to directly participate in enterprise governance, but many employees and unions have experimented with securing influence through pension funds, and representation on corporate boards. Since the Civil Rights Act of 1964, all employing entities and labor unions have a duty to treat employees equally, without discrimination based on "race, color, religion, sex, or national origin". There are separate rules for sex discrimination in pay under the Equal Pay Act of 1963. Additional groups with "protected status" were added by the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990. There is no federal law banning all sexual orientation or identity discrimination, but 22 states had passed laws by 2016. These equality laws generally prevent discrimination in hiring, terms of employment, and make discharge because of a protected characteristic unlawful. There is no federal law against unjust discharge, and most states also have no law with full protection against wrongful termination of employment. Collective agreements made by labor unions and some individual contracts require people are only discharged for a "just cause". The Worker Adjustment and Retraining Notification Act of 1988 requires employing entities give 60 days notice if more than 50 or one third of the workforce may lose their jobs. Federal law has aimed to reach full employment through monetary policy and spending on infrastructure. Trade policy has attempted to put labor rights in international agreements, to ensure open markets in a global economy do not undermine fair and full employment. (en) Amerikansk arbetsrätt består av ett antal delstatliga och federala lagar. Den federala lagstiftningen utgör grunden för fackliga rättigheter i den privata sektorn, och åsidosätter delstatlig och lokal lagstiftning inom området. Den federala lagstiftningen erkänner även vissa begränsade rättigheter för anställda inom den federala regeringen. Dessa federala lagar gäller dock inte anställda inom delstatsregeringarna, jordbruksarbetare eller hushållsarbetare; dessa gruppers rättigheter regleras av delstatlig lagstiftning. Blandningen mellan federal och delstatlig lagstiftning är ännu påtagligaer vad gäller löner och arbetsmiljö. Den federala lagstiftningen reglerar minimilön och övertidsbestämmelser för de flesta arbetstagare inom privat och offentlig sektor; delstaterna kan därutöver stifta om generösare förhållanden. På liknande sätt reglerar federal lagstiftning säkerheten på arbetsplatsen, men delstaterna kan överta det ansvaret och lagstifta om mer detaljerade föreskrifter. Både federal och delstatlig lagstiftning innehåller regler mot diskriminering i anställningssituationen. Dessa två lagsystem överlappar varandra inom de flesta områden; till exempel tillåter federal lag delstaterna att stifta lagar mot diskriminering grundat på etnisk tillhörighet, kön, religion, nationalitet och ålder så länge som dessa lagar inte underskrider det skydd som den federala lagen erbjuder. Den federala lagen föregriper dock all eventuell delstatlig lagstiftning gällande rätten till pension och dylika förmåner samt skyddet för arbetstagare att hävda dessa rättigheter. USA har inte ratificerat ILO:s konvention 87 om eller konvention 98 om . (sv) |
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... my friends, after this war, there will be a great unemployment problem. The munition plants will be closed and useless, and millions of munitions workers will be thrown out upon the market... First they ignore you. Then they ridicule you. And then they attack you and want to burn you. And then they build monuments to you. And that is what is going to happen to the Amalgamated Clothing Workers of America. And I say, courage to the strikers, and courage to the delegates, because great times are coming, stressful days are here, and I hope your hearts will be strong, and I hope you will be one hundred per cent union when it comes! (en) Labor is prior to and independent of capital. Capital is only the fruit of labor, and could never have existed if labor had not first existed. Labor is the superior of capital, and deserves much the higher consideration ... The prudent, penniless beginner in the world labors for wages awhile, saves a surplus with which to buy tools or land for himself, then labors on his own account another while, and at length hires another new beginner to help him. This is the just and generous and prosperous system which opens the way to all, gives hope to all, and consequent energy and progress and improvement of condition to all. No men living are more worthy to be trusted than those who toil up from poverty; none less inclined to take or touch aught which they have not honestly earned. Let them beware of surrendering a political power which they already possess, and which if surrendered will surely be used to close the door of advancement against such as they and to fix new disabilities and burdens upon them till all of liberty shall be lost. (en) We are confronted by powerful forces telling us to rely on the good will and understanding of those who profit by exploiting us. They deplore our discontent, they resent our will to organize, so that we may guarantee that humanity will prevail and equality will be exacted. They are shocked that action organizations, sit-ins, civil disobedience, and protests are becoming our everyday tools, just as strikes, demonstrations and union organization became yours to insure that bargaining power genuinely existed on both sides of the table. ... (en) [The International Labour Organization ...] has for its object the establishment of universal peace, and such a peace can be established only if it is based upon social justice ... conditions of labor exist involving such injustice, hardship, and privation to large numbers of people ... and an improvement of those conditions is urgently required: as, for example, by ... a maximum working day and week, the regulation of the labor supply, the prevention of unemployment, the provision of an adequate living wage, the protection of the worker against sickness, disease and injury arising out of his employment, the protection of children, young persons and women, provision for old age and injury, protection of the interests of workers when employed in countries other than their own, recognition of the principle of freedom of association, the organization of vocational and technical education ... (en) ... while there are many contributing causes to unrest ... one cause ... is fundamental. That is the necessary conflict—the contrast between our political liberty and our industrial absolutism. We are as free politically, perhaps, as free as it is possible for us to be. ... On the other hand, in dealing with industrial problems, the position of the ordinary worker is exactly the reverse. The individual employee has no effective voice or vote. And the main objection, as I see it, to the very large corporation is, that it makes possible—and in many cases makes inevitable—the exercise of industrial absolutism. ... The social justice for which we are striving is an incident of our democracy, not its main end ... the end for which we must strive is the attainment of rule by the people, and that involves industrial democracy as well as political democracy. (en) |
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—Nicholas Klein, Biennial Convention of the Amalgamated Clothing Workers of America (en) —Martin Luther King Jr., Speech to the Fourth Constitutional Convention AFL–CIO Miami, Florida (en) —Louis Brandeis, Testimony to Commission on Industrial Relations vol 8, 7659–7660 (en) —Abraham Lincoln, First Annual Message (en) —Versailles Treaty of 1919 Part XIII (en) |
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يحدد قانون العمل في الولايات المتحدة الحقوق والواجبات لكلّ مِن الموظفين، والنقابات العمالية، وأصحاب العمل في الولايات المتحدة. يتمثّل الهدف الأساسي لقانون العمل في معالجة «عدم تكافؤ القوة التفاوضية» بين الموظفين وأصحاب العمل، لا سيما أصحاب العمل «المنظمين على مستوى المؤسسات، أو غيرها من جمعيات الملكية». طوال القرن العشرين، رسّخ القانون الفيدرالي الحد الأدنى من الحقوق الاقتصادية والاجتماعية، وحثّ قوانينَ الولايات على تجاوز الحد الأدنى لما هو في صالح الموظفين. يحدّد قانون معايير العمل العادل لعام 1938 حدًا أدنى للأجور على المستوى الفيدرالي، يبلغ حاليًا 7.25 دولارًا، ولكنه يبلغ أكثر من ذلك في 29 ولاية وفي العاصمة واشنطن، ولا يشجع على تجاوز ساعات العمل الأسبوعية أكثر من 40 ساعة من خلال فرضه دفعَ أجر على ساعات العمل الإضافية. (ar) El derecho laboral en Estados Unidos es una colección heterogénea de leyes federales y estatales. La ley federal no solo fija las bases que determinan los derechos de los trabajadores a sindicalizarse en el sector privado, pero también invalidan la mayor parte de las leyes locales y estatales que quieran regular esta área. La ley federal también provee de derechos más limitados a empleados del gobierno federal. Estas leyes federales, no obstante, no aplican a empleados de y municipales, agricultores o empleados domésticos; cualquier protección legal que tengan estos trabajadores proviene de la ley estatal. (es) Le droit du travail aux États-Unis est caractérisé par son imbrication entre lois fédérales et lois des États fédérés, ainsi que par la grande flexibilité du marché du travail, notamment en matière de licenciement. De façon générale, les lois fédérales instituent des standards minimums (par exemple en termes de salaire minimum ou de sécurité), les États pouvant imposer des standards plus élevés (la Californie a par exemple un (en)). (fr) United States labor law sets the rights and duties for employees, labor unions, and employers in the United States. Labor law's basic aim is to remedy the "inequality of bargaining power" between employees and employers, especially employers "organized in the corporate or other forms of ownership association". Over the 20th century, federal law created minimum social and economic rights, and encouraged state laws to go beyond the minimum to favor employees. The Fair Labor Standards Act of 1938 requires a federal minimum wage, currently $7.25 but higher in 29 states and D.C., and discourages working weeks over 40 hours through time-and-a-half overtime pay. There is no federal law, and few state laws, requiring paid holidays or paid family leave. The Family and Medical Leave Act of 1993 crea (en) Amerikansk arbetsrätt består av ett antal delstatliga och federala lagar. Den federala lagstiftningen utgör grunden för fackliga rättigheter i den privata sektorn, och åsidosätter delstatlig och lokal lagstiftning inom området. Den federala lagstiftningen erkänner även vissa begränsade rättigheter för anställda inom den federala regeringen. Dessa federala lagar gäller dock inte anställda inom delstatsregeringarna, jordbruksarbetare eller hushållsarbetare; dessa gruppers rättigheter regleras av delstatlig lagstiftning. (sv) |
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