Titlebook: Labour Law and Industrial Relations in Japan; T. A. Hanami Book 1979 Springer Science+Business Media Dordrecht 1979 industrial relations.J

SPURN

Sources of Labour Lawo work, thus giving a constitutional basis to the legislation concerning security of employment — including employment exchange agencies, unemployment insurance and vocational training. Section 2 of Art. 27 provides a basis for protective labour law in general by requiring the fixing of standards of

善于

EWE

Rights and Duties of the Parties in the Course of the Employment Relationshipracts as formulated by rules established independently of mutual consent; namely, by collective agreements, work rules and numerous labour laws. Under the ever-increasing flow of labour legislation the employer is obliged to take quite a number of steps just in order to employ employees: such as obt

Deduct

Hours of Work, Rest Hours, Holidays and the Annual Vacationbout how working time should in fact be calculated; so does it start when the employees enter the gate and continue until they leave, or does it start only when they make themselves ready to begin work and end when they finish working? The Labour Standards Law only stipulates that for underground wo

羞辱

The Protection of Women and Minorsncy may work more than 6 hours’ overtime in a week provided they do not do more than 12 hours in 2 weeks. Women are not allowed to work at night, underground or on the weekly holiday. Exceptionally, in an emergency, they may do extra overtime or holiday work; and it is also generally permitted in ag

cunning

Remuneration and Benefitson skill or job evaluation. Although recently the trend has been to emphasize evaluation more than in the past, and although some research done by economists suggests that the correlation between the amount of wages, the length of service and age is not as different from that in Western countries as

全等

The Termination of the Individual Labour Contract that the Government has a political obligation to try and provide jobs for all those who are willing to work. The obligation to work imposed by the same provision is interpreted as meaning that, with regard to those who are able to work but who do not want to, the Government has no obligation to as

刀鋒

The Right to Organizee of organization, organizational principles and policies. These workers’ organizations will be recognized as having the right to organize if their purpose is to promote the workers’ interests against the employers, and if they are independent of the employers as well as of the Government; in other

高度

The Trade Unions and Employers’ Associations enterprise (see Table XXII). Among the different industries the organization rate is lowest in the wholesale and retail trades where small stores predominate and highest in the Government service, which is very characteristic of Japanese industrial relations. The unions in the public sector used to

Misnomer

Institutionalized Relations Between Employers and Trade Unionsortant part of the Japanese industrial relations system. In larger enterprises with more than one plant or work place there are independent unions or branches of the enterprise unions in each of the several work places, and negotiations take place in each of them also. The allocation of bargaining i