論文代寫-雇主與雇員關系的現狀

雇傭關系是雇主和雇員之間必不可少的法律紐帶，雇主和雇員之間有義務保護彼此的義務和承諾。雇傭關系是建立在現有的立法規定的基礎上，以塑造雇主和雇員之間的關系，使他們能夠順利地履行各自的職責。國家的作用是重要的，因為它是雇主與雇員關系的因果關系，即構成雇主與雇員關系基礎的立法。國家制定法律保護工人不受剝削，並通過立法消除一切可能的剝削原因來支持他們。國家從聯系基礎的概念起作用，並為糾正兩者之間產生的錯誤提供補救辦法。它通過立法機制來規範這種關系，並試圖在必要時提供公正。本篇論文代寫-雇主與雇員關系的現狀及其對雇主與雇員關系的支持，然後比較法國和瑞典這兩個歐洲國家以及國家在雇傭關系中的角色如何塑造雇主與雇員關系。

The impact of globalisation such as free labour movement, capital investments, formation of international collectivist political economy like Europe has had impacts on the way employment relations are formulated and enforced in the economy. With more influence from US based businesses, France was more eager and quick in changing its stance on employment relations and provided more powers to employer, whereas Sweden has its reaction but it did not change must from its stand of being a social economy.
France’s history of economic freedom started with the occurrence of the July Revolution of 1830 where the King Charles X and a new economic liberated country were formed. France has been the first unified European state with deep rooted administrative and legal system (Browne, 1997). The country had insisted the sustenance of agriculture and experienced late industrialization.
The primary actor of the employment relation in France are the Medef, which is a mixture of employers’ organisation and business association, the CGPME, working along with Medef, and SNPMI, which is more militant and autonomous. France has a very low and declining union density which is a cause of concern for the welfare of workers and having less power in negotiations when required (Corby and Symon, 2011). In addition, it has weak organisational and financial resources, indicating that it’s over dependence on external funds and organisational support. France plays an important role as a social partner with employers’ organisations at national level, and also manages many social welfare funds of the state. France gives extensive individual rights to workers and right to strike is to be covered through collective agreement. It represents workers and with organisations and intervenes in reaching an amicable solution during conflicts. The Auroux Laws in 1982 and the Aubry working style laws has brought in many changes in the way workers manage their relation with employers (Corby and White, 2002).
The collective bargaining power in France is getting more qualitatively weaker. In contrast, the number of unions as shown in the chart below is getting less and weaker when collective bargaining is getting stronger. The state’s individual intervention in negotiating company and employment contracts has been increased lately which can set a bad example of government and state getting involved in business agreements (Cunningham, 2008). This has created a situation where employers and unions have not been able to make efforts in growing their relationship and have started to remain dependent on state intervention if they fail. This gives a weak signal to the international market and warns further investments due to an image of excessive intervention where it is disliked.

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