What Is Meant by Flexibility in Labour Laws Class 10

Less flexible labour markets are subject to more rules and regulations, including minimum wages, dismissal restrictions and other laws related to employment contracts. Unions often have considerable power in these markets. Proponents of strict labor regulation, on the other hand, argue that flexibility puts all the power in the hands of the employer, leading to precarious labor. The labor movement began in the late 18th and 19th centuries in the United States and Europe in response to dangerous and dirty working conditions, extremely long shifts, exploitative practices by management and landlords – wage garnishments, threats and other abuses – and arbitrary dismissals. Labour market flexibility is an important aspect of the labour market. It allows companies to make certain decisions about changing their workforce in response to market fluctuations and increased production. Unions can limit labour market flexibility by negotiating higher wages, benefits and better working conditions with employers. As mentioned above, trade unions, employee skills and training, minimum wage regulation and employment information can have an impact on labour market flexibility. Proponents of increased labour market flexibility argue that it leads to lower unemployment rates and higher gross domestic product (GDP) due to the unintended consequences of strict labour market restrictions. For example, a company may consider hiring a full-time employee, but fear that the employee will be extremely difficult to fire (if necessary) and may demand costly workers` compensation or sue for allegedly unfair treatment.

Instead, the company may choose to hire short-term temporary workers. Companies can make changes to their labour pool based on factors such as hiring and firing employees, compensation and benefits, and hours and working conditions. However, companies do not have carte blanche to adopt a flexible labour market, as laws and policies protect employees and the labour pool. Other factors that influence labour market flexibility include employee skills and training, job mobility, minimum wage, part-time and temporary work, and employment-related information that employers provide to their employees. Labour market flexibility refers to how quickly a company responds to changing market conditions by making changes to its workforce. A flexible labour market allows employers to respond to supply and demand issues, the business cycle and other market conditions. Ways to make labour markets more flexible include lowering or abolishing the minimum wage, reducing the power of trade unions, providing education and skills to workers to improve mobility, facilitating the dismissal of workers, abolishing labour protection laws and reducing unemployment. For example, in difficult economic times, an employer with great flexibility can reduce wages and increase the number of hours expected of employees to increase productivity. Conversely, if the economy is strong, the same employer may decide to give employees a small wage increase and reduce their working hours.

The government has also allowed flexibility in labour law. In recent years, the government has allowed companies to ignore many of these laws instead of hiring workers regularly, companies hire workers flexibly for short periods of time when work pressure is high. Wages are low and workers are forced to work overtime to reach both rounds. People rely on information provided by employers about jobs available on the market. The more job seekers are informed about vacancies, the easier it is for employees to react to fluctuating conditions within the workforce and in the market and make it much more flexible. The labour market is where employees and workplaces interact, while the financial market must save, borrow and invest. These organizations, also called trade unions, represent the collective interests of a group of workers. Workers can unite through their union to negotiate better wages, working conditions, benefits and hours, making the market less flexible. When employees are qualified and have easy access to training to enhance or expand their skills, they are better able to respond to changes in the market. For example, a customer service representative returning to school to receive information technology (IT) training can meet the growing demand for IT technicians as positions become available. U.S.

Department of Labor. “Minimum wage.” Retrieved 10 January 2022. But a truly flexible labour market only exists if there are few labour regulations. If this is the case, employers can set wages, fire employees, and change employees` working hours at will. And the changes can go one way or the other. State and federal regulations limit how employers can set the basic hourly wage for employees. These minimum values are based on changes in the cost of living and inflation. Some employers feel that higher minimum wages hurt both their productivity and their bottom line. Such a system benefits the relatively small number of full-time employees in particularly secure positions, but hurts those outside – those who have to move from an unreliable appearance and in the short term. Employers had little incentive to make workplace injuries and fatalities rare, as they had no impact on creating unsafe conditions and were easy to replace employees who could no longer work. Skylar Clarine is a fact-checker and personal finance expert with extensive experience, including veterinary technology and film studies. The work is generally classified as unskilled, semi-skilled and skilled.

Unskilled work is one that does not require skills or training and can be done by almost anyone. Unskilled work tends to focus on physical work as opposed to mental work. Semi-skilled workers need certain skills and education, but not as much as skilled workers. Skilled workers need extensive training, for example: A university degree, with jobs that require judgment, decision-making and complex thinking.

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