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DTSTART;TZID=UTC:20250911T090000
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SUMMARY:DIGILARE Final conference
DESCRIPTION:DIGILARE Final conferenceDownload
URL:https://labourlawresearch.net/event/digilare-final-conference/
LOCATION:Avda. Dr. Ángel Echeverri Faculty of Law\, Santiago de Compostela\, Salón de Grados\, Santiago de Compostela\, Galicia\, 15782\, Spain
ORGANIZER;CN="Universidade de Santiago de Compostela - Universit%C3%A4t Wien - astr%C3%A9es":MAILTO:info@digilare.eu
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DTSTART;TZID=UTC:20250629T080000
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SUMMARY:The 7th LLRN conference
DESCRIPTION:Dear Colleagues & Friends\, \nWe are delighted invite you to attend the seventh edition of the Labour Law Research Network Conference that will be held in Bangkok\, Thailand from 29 June to July 1 2025. \nThis will be the first LLRN conference in Asia\, and only the second in the Global South. We hope to invest the conference with a distinctly Asian flavour\, drawing on the region’s many diversities. LLRN7 Bangkok presents an important opportunity to forge connections between scholars from across Asia\, and from across the world. Our hope is that participants will embrace and draw on these differences and diversities to interrogate labour law’s conceptual boundaries and methodological approaches\, both within Asia and beyond. \nBeyond our intellectual ambitions\, we aim to ensure that participants experience Bangkok’s rich cultural heritage. The city has a mix of old and modern architecture\, with traditional temples and palaces coexisting with modern skyscrapers and malls. Bangkok is home to important historical sites including the Grand Palace and Wat Arun. The city has a diverse arts scene\, friendly people\, and world-renowned cuisine\, from street food vendors to Michelin-starred restaurants. (And in some cases\, both). With modern public transport networks and English widely-spoken\, Bangkok is an exciting and vibrant destination for all purposes. \nWatch out for updates on the conference\, which will be available on this website\, through announcements in scientific and professional networks\, and on social media. \n\n\nWe look forward to welcoming you warmly to Bangkok\, capital of Thailand – the “Land of Smiles”. LLRN7 Bangkok will be a unique and enriching academic and cultural experience. \n\n\n\nPanthip Pruksacholavit\, Colin Fenwick and Thitinant Tengaumnuay\nLLRN7 Local Organizing Committee
URL:https://labourlawresearch.net/event/the-7th-llrn-conference/
LOCATION:Debdavaravati Building\, 254 Phaya Thai Rd\, Wang Mai\, Pathum Wan\,\, Bangkok\, 10330\, Thailand
CATEGORIES:Conference
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DTSTART;TZID=UTC:20250608T090000
DTEND;TZID=UTC:20250613T160000
DTSTAMP:20260409T191841
CREATED:20250108T085609Z
LAST-MODIFIED:20250505T091112Z
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SUMMARY:Labour Transfer Summer School June 2025
DESCRIPTION:Remarks:\n\n\nPlease see the call for participants in the Labour Transfer Summer School\, Sardinia\, 8th-13th June 2025. The call is open until the close of 15th December. \n‘Not a traditional academic summer school but a networking place for labour activism and social justice\,’ the Labour Transfer Summer School (labourtransferschool.org) is an independent\, not for profit\, international initiative of global labour scholars interested in collaborations\, synergies and knowledge exchange between academia and social organizations\, aiming at producing emancipatory knowledge on labour and social issues. Labour Transfer gives participants a chance to exchange their research interests with academics\, labour activists and trade unionists from all over the world. \nThe learning objectives of Labour Transfer are threefold: \n\nto provide a new and sui generis learning environment for labour activists and organisers and for postdoctoral\, doctoral and Masters level students specialising in labour studies from different disciplines.\nto create a global network of students\, scholars\, institutions\, unions\, and activists committed to the advancing of knowledge about society and economy from a labour perspective.\nto raise public awareness and debate on the centrality of labour within our societies\n\nLabour Transfer invites applications from academics (including students\, PhDs\, and postdocs)\, labour activists\, trade unionists\, journalists\, and artists from all over the world who are interested in participating in a generative learning environment on labour activism and social justice. \nApplications from all participants are assessed based on the letter of motivation\, the CV and a short biography. The evaluation process considers the variety of applications’ backgrounds to ensure a balance between different profiles (academics\, labour activists\, trade unionists\, artists\, journalists\, etc.) and between participants of the Global South/North. \nPlease see the application form on the school website and contact labourtransferschool@gmail.com for general queries \n\n\n\n\nDeadlines\n\nApplication: Dec 15\, 2024
URL:https://labourlawresearch.net/event/labour-transfer-summer-school-june-2025/
LOCATION:Labour Transfer School\, Sardinia\, Buggerru CI\, Italy
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BEGIN:VEVENT
DTSTART;TZID=UTC:20250319T100000
DTEND;TZID=UTC:20250320T120000
DTSTAMP:20260409T191841
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SUMMARY:22nd International Conference in Commemoration of prof Marco Biagi: Employment in the Era of AI and Digital Platforms: Understanding and Regulating Transitions
DESCRIPTION:Remarks:\n\n\nOn behalf of the Scientific Committee of the Marco Biagi Foundation\, we are happy to share the Call for Papers and Panels of the 22st Conference in Memory of Marco Biagi\, on the theme Employment in the Era of AI and Digital Platforms: Understanding and Regulating Transitions. \nThe Conference will take place in Modena (Italy) on 19 and 20 March 2025. \nPaper and panel proposals can be submitted by 1 October 2024. \nIntroduction\nAmong the great challenges posed to employment relations in our society\, the use of technology\, data\, and\, most importantly\, automated systems and Artificial Intelligence (AI) in any economic\nsector plays a crucial role. In this context\, AI represents the most advanced and complex family of technologies\, which\, despite delivering a wide range of economic and societal benefits across the full spectrum of industries and social activities\, also entails several challenges as well as new threats to human beings and their fundamental rights. The current level of implementation of AI systems involves a wide range of applications: for example\, software for voice\, image\, and facial recognition\, industrial and domestic robots\, autonomous vehicles\, virtual assistants\, as well as any assistive technology to improve the functional capabilities of people with disabilities. In the world of work\, such implementation has mainly taken two forms: the first is directed at redefining tasks that workers perform\, while the second\, commonly referred to as “algorithmic management” and whose success is mainly due to and facilitated by the platform economy business model\, involves the use of AI-based analytics and algorithms for management functions\, i.e.\, hiring\, monitoring\, supervising\, and training workers\, as well as scheduling hours and breaks. Both task redefinition and algorithmic management impact job quantity (the number of jobs) and job quality\, including adherence to fundamental principles and rights at work\, raising also concerns with regards to the room left for social partners in the highly fragmented\, dematerialized workplace environment and to the increasingly unbalanced employment relationship. The role of policymakers in this scenario is\, therefore\, pivotal\, considering that the (inadequate) regulation of ongoing changes leaves innovation “free” to advance towards any outcome\, which might not be the one that offers the greatest protection for humans and their rights. In this regard\, a regulatory response for AI governance has already been given by international actors pursuing different approaches\, depending on the various balance among the many interests involved (innovation\, security\, respect for human rights\, ethics) as well as on each country’s societal values and national priorities. These include\, but are not limited to\, the risk-based approach (on which both the EU and US converge\, despite various degrees of intensity and the eventual interaction with other regulatory sources); the anthropocentric approach (adopted by EU) and the state-control approach (followed by China). \nThese differences also deserve careful investigation concerning the various public and private powers that operate as market actors. The extent of the changes and the introduction of new regulatory instruments calls for a new rationalisation of the state of the art\, observing ongoing processes of change and digital transformation\, and identifying innovative practices\, in order to fill the existent and future shortcomings and grasp the upcoming challenges. \nTo this end\, the Call for Papers encourages papers with a theoretical/conceptual approach\, as well as papers adopting empirical methodologies. The papers should deal with the key issues related to AI and digital labour platform\, on one or more of the following main topics/tracks:\n● Track 1: Navigating the Human-Machine Interface and its Occupational Implications.\n● Track 2: The Bright and Dark sides of Algorithmic Management in the Age of Big Data and AI.\n● Track 3: Human/Non-Human Rights and AI in the Work Environment and Beyond.\n● Track 4: Collective Rights and Social Partners in the Era of AI and Automation.\n● Track 5: From Threat to Opportunity: AI’s Role in Promoting Workplace Inclusion. \nTrack 1: Navigating the Human-Machine Interface and its Occupational Implications \nOne type of application of AI technology in the workplace entails the automation of tasks generally performed by workers. In this circumstance\, AI is not only used to automate repetitive tasks\, potentially leading to redundancies\, but it can also enable artificial agents to perform cognitive functions\, such as decision making\, previously only associated with humans. The intricate nature of such exploratory tasks\, like solving new problems\, demands a hybrid approach that integrates human intelligence with AI and may lead to augmentation\, thanks to the complementarity between human labour and technology or replacement of humans also in creative tasks. However\, while the adoption of AI for problem-solving might augment human capacities\, increasing the effectiveness and innovativeness of decision-making process\, it could interfere with human behaviour by\, for example\, imposing formal rationality\, exacerbating organisations’ learning myopia and challenging the conventional boundaries of human labour performance. Furthermore\, the performance of cognitive functions by AI requires a new form of interaction between humans and machines\, whose effects are central aspects of contemporary debate concerning the development of AI questioning also\, from a structural perspective\, the very roots\nof knowledge itself. Beyond the technological determinism\, such a combination can take place in different forms\, leading to very different outcomes for both companies and individuals (also in terms of well-being and greater quality of work). \nAgainst such a background\, we invite papers that address\, in particular\, the following (but not exhaustive) issues and questions:\n• Reflecting on how the increasingly dense interaction between human and non-human subjects impacts on the redefinition of professions and roles in the production mechanism;\n• Exploring the conditions under which the humans-AI collaborations leads to win-win solutions for both workers and companies\, i.e. in terms of productivity and well-being;\n• AI design and adoption and related power dynamics;\n• Management strategies to navigate the tensions or find a balance between automation and augmentation\, control approaches;\n• Exploring the relationship between AI and soft skills\, in terms of replacement or complementarity with humans;\n• Investigating if the augmentation of tasks may lead to new strategies of reasonable accommodation or work-life balance;\n• New competences and complementary skills. \nTrack 2: The Bright and Dark sides of Algorithmic Management in the Age of Big Data and AI. \nThe availability of big data has triggered a significant transformation in the entire Human Resource landscape\, leading to a shift from mere administrative functions\, consisting of the collection of employee records\, to more strategic and specialised functions which generally go under the label of algorithmic management. The term was firstly coined to describe management systems adopted in the platform economy\, which\, since then\, have constituted a laboratory for the development of algorithmic management devices\, now entrenched in workplaces of any economic sector.\nNowadays\, algorithmic management is considered a system of control that relies on machine- readable data and software algorithms to manage relationships with personnel and support organisational decisions dealing with nearly all the aspects and stages of the employment\nrelationship\, from recruitment to termination. Indeed\, since the initial implementation of automated and algorithmic systems in the management of the workforce\, we have observed a persistent transformation in the scope of the employer’s authority\, resulting in a shift towards a\nmore mediated\, augmented\, and opaque system of powers at the disposal of the employer. The advancements in digitalisation have been further triggered by the entrance of AI in HRM\, which has transformed and enabled every facet of HR while contributing to firm’s competitive advantage\, in the name of greater objectivity\, impartiality\, accuracy and reduction of costs\, and\, consequently\, has prompted the need to shed light on its potential benefits and dangerous drifts. Albeit the important benefits stemming from the adoption of AI\, this digital transformation entails several challenging aspects\, such as the privacy concerns\, the lack of transparency\, the deterioration of collective protections and the discrimination risks\, incorporated by historical and institutional bias. Understanding these challenges is essential to balancing the benefits of AI with employee rights and well-being. Against such background\, we will welcome papers that address in particular the following (but not exhaustive) issues:\n• Legal instruments and regulatory techniques to tackle the risks posed by algorithmic management;\n• The subjective scope of legal protections against the abuses and malpractices in algorithmic management;\n• How to ensure transparency\, explainability and accuracy in HR decision-making;\n• The impact of AI-enabled technologies in shaping HRM functions;\n• The impact of algorithmic management in changing the allocation of powers\, risks and rresponsibilities;\n• Standardisation in HRM as a booster for indirect discriminations;\n• Emerging AI tools and platforms for HRM professionals (i.e. AI applications in Recruitment and Selection\, Automated Compensation Systems\, personalized learning and development using AI algorithms\, AI-driven career pathing and skill-mapping; continuous performance evaluation\, personalised employee engagement strategies using AI);\n• Changing roles of HR professionals in the era of AI;\n• Bias reduction and fairness in AI-driven tools;\n• AI-driven employee feedback systems and sentiment analysis;\n• Enhancing workplace culture and employee satisfaction through AI. \nTrack 3: Human/Non-Human Rights and AI in the Work Environment and Beyond. \nAlthough AI provides many economic and societal benefits across different industries and social areas\, it also brings several risks and emerging threats to human beings and their fundamental rights\, among which occupational health and safety\, discrimination\, data privacy\, and\, in general\, the right to work\, with critical social and environmental impact. Concerning occupational health and safety\, the impact of AI is multifaceted. On one hand\, it may improve workplace safety by predicting hazards\, monitoring compliance\, and automating dangerous tasks. In this respect\, AI also has a potential to improve workplace inclusiveness\, as it can operate as a tool of reasonable accommodation. On the other hand\, it can introduce new risks\, such as those associated with the reliability of AI systems and the potential for decreased human oversight\, while also questioning the boundaries for the identification of the employer’s responsibility. Another critical concern typically associated with AI and heavily impacting workers is the discrimination risk. Indeed\, despite its presumed impartiality and accuracy\, AI raises ethical concerns and exacerbates structural discriminations\, due to either inherent algorithmic bias\, absorbed by systemic issues\, human or representation characteristics\, or the opaque nature of algorithms\, which masks intentional discriminatory conducts.\nData privacy is another fundamental right that intersects inevitably with AI\, given that the use of AI involves by its very nature extensive data collection and analysis. Automated processing of such data\, in this regard\, entails at least four major concerns for workers: the collection or use of special categories of data; the risk of a losing control over one’s personal data; and the decisions based on automated or semi-automated processing and on non-work-related data with legal effects for workers. A common protection strategy advanced against these drifts of AI with regard to fundamental rights is the limitation in the use of this technology\, either in terms of prohibition or in terms of substantive and procedural limitations\, like for example a demand for explainability and transparency\, allowing employees to understand how decisions affect their work and careers\, while also ensuring mechanisms for human oversight. A different strategy might pave the way for a protection of any kind of worker\, including both human and non-human\, in order to avoid exploitation of both and\, as such\, nullifying the competitive advantage between them as well as the consequent degradation of work. However\, as AI continues to advance\, it is essential to prioritise the protection of fundamental rights in the workplace\, leveraging AI’s potential benefits while mitigating its risks. This requires a collaborative effort between policymakers\, employers and researchers to create a future of work that upholds human dignity\, safety\, and inclusion. In this regard\, the newest legislative instruments increasingly rely on compliance standards developed by private actors. This is a cause of concern insofar as it indicates the weakening of public control. Against such a background\, we invite papers that address\, in particular\, the following (but not exhaustive) issues and questions:\n• Technological sovereignty and AI in a geopolitical perspective: the role of States and private powers;\n• The social and environmental impact of AI;\n• AI\, ethics\, and the protection of human rights;\n• The investigation on the potential positive or negative implications of AI in terms of social and environmental sustainability;\n• Implication of the use of enabling technology on workers’ health and safety;\n• Personal data protection and AI: intersections between disciplines and critical issues;\n• Employee data governance\, accuracy\, robustness\, and cybersecurity;\n• Algorithmic transparency\, explainable AI\, and human oversight;\n• The surge of new grounds of discrimination and the legal ground for protection;\n• The issue of intersectionality and multifactorial discriminations in AI;\n• The effectiveness of the hybrid approach of regulation between voluntary and mandatory legal measures. \nTrack 4: Collective Rights and Social Partners in the Era of AI and Automation. \nThe implementation of AI and the increasing use of automated systems in the workplace increase the employer’s powers and give them new forms\, intensifying the existing imbalance in the employment relationship. The need for collective protections is thus even greater. This should make the case for strengthening workers’ representation rights\, combining traditional instruments with innovative experimental practices. However\, new technologies create unprecedented challenges for traditional actors\, which they cannot readily cope with through well-established practices. This is particularly evident in platform work\, where workers respond by reinventing collective organising (e.g. the riders’ grassroots movements\, their claim strategies and the results they achieved). In many cases traditional unions have seen independent unions as competitors\, thus avoiding the possibility to promote common actions\, in other cases traditional unions\, independent unions and grassroots groups managed to build variable alliances obtaining crucial outcomes reconstructing paths of solidarity. Against this background\, scholars and social partners point out that the active intervention of workers’ representatives in the definition of design and management aspects related to the use of AI in production organisations\, according to bargaining or collaborative partnership methods (or a mix of the two)\, represents a crucial factor not only for industrial democracy but also for the efficiency of production processes. Furthermore\, the role of social partners should be emphasised not only during the phases preceding and accompanying the introduction and use of automated decision-making and monitoring systems\, which may include AI techniques (such as worker involvement\, collective bargaining\, and information) but also during the litigation phases. Finally\, as seen in Europe\, social partners can play a pioneering role in defining shared principles and strategies to harness the\nbenefits and address the challenges posed by new technologies\, especially in the absence of timel legislative interventions. Against such a background\, we invite papers that address\, in particular\, the following (but not exhaustive) issues and questions:\n• Technological changes and strategic capability of the social partners;\n• Relationship between better working conditions and the presence of workers’ representatives in companies adopting technologies with AI components;\n• Workers’ representatives’ role in of ensuring human supervision and control over AI systems\, data processing and transparency;\n• The emergence of litigation strategies as a way to tackle weak unionisation;\n• Paths for an effective renewal of the collective representation within the frame of a fast- evolving industrial relations system;\n• Online platform work and collective rights;\n• Impact of the transnational nature of digital platforms on representation and collective rights;\n• Trans-organisational and transnational alliances among platform workers;\n• AI and workers’ participation;\n• How broader networks of actors collaborate to set standards and organise collective action to address issues pertaining to the use of AI in management;\n• Collection of best practices in collective bargaining that try to switch the trend of job fragmentation and job insecurity;\n• Negotiating the use of algorithms and AI in the workplace. \nTrack 5: From Threat to Opportunity: AI’s Role in Promoting Workplace Inclusion. \nRather than conceiving AI uniquely as a threat to objectivity\, neutrality\, and inclusion\, it may also represent an opportunity to foster inclusion in the workplace. This may occur by using AI for the design and operation of enabling technologies\, which can be\na tool to meet the requirement of reasonable accommodation\, supporting workers in their work performance and enhancing inclusivity. Indeed\, the use of technologies using AI systems at work can benefit individuals with visual\, motor\, cognitive\, and communicative disabilities by providing direct assistance and creating a more accessible work environment (i.e. for example enabling technologies\, exoskeletons\, or augmented reality). At the same time\, it can open up access to opportunities for new jobs that were previously inaccessible to workers with disabilities. Furthermore\, it may be possible to leverage the flexibility of AI in the design of HRM processes in a way that corrects biases already happening in humans’ mind\, and yet opaque and not explicit\, and meets the needs of vulnerable workers (i.e. such as tailoring their work-life balance demands). Such beneficial aspects of AI are also in line with the United Nations Conventions on the Rights of Persons with Disabilities (UNCRPD)\, which mandates countries\, among other things\, to promote the development\, availability and use of new technologies suitable for persons with disabilities as well as to take all appropriate measures to eliminate discrimination on the basis of disability by any person\, organization or private enterprise. Despite its significance\, few scholars have delved into this area of research. Therefore\, we encourage papers that address this background\, and particularly the following (but not exhaustive) issues and questions:\n• Impact of AI on Diversity\, Equity\, and Inclusion initiatives within organisations;\n• AI and new vulnerabilities in the world of work;\n• Inclusive AI: tools for promoting diversity and mitigating biases;\n• Involvement of vulnerable people in the development of inclusive AI systems;\n• Practices for ensuring accessibility of AI-powered technologies\, such as exoskeletons or augmented reality tools\, for vulnerable people;\n• New job opportunities arising for people with disabilities;\n• AI role in training employees\, both with and without disabilities\, to work more effectively in increasingly digital and automated work environments;\n• Balancing the use of inclusive AI and collection of sensitive data. \nSUBMISSIONS \n1) Papers. Scholars who intend to contribute to one of the conference tracks should present by 01 October 2024 a submission with:\n• the title of the proposed paper;\n• an extended abstract of about 2000 words (not including the bibliography)\, specifying the topic and the nature of the paper (theoretical analysis\, discussion paper\, presentation of empirical data);\n• the disciplinary (or inter-disciplinary) domain of the paper (e.g.\, Labour Law\, Organisation Theory\, Labour Economics\, Sociology\, Industrial Relations);\n• the author’s affiliation;\n• an indication of the conference track for which the paper is intended\, bearing in mind that the Scientific Committee reserves the prerogative to assign papers to the track and session it deems to be most\nappropriate.\n2) Panels/Round Tables/Book presentations. The organisers welcome the submission of proposals for full panel sessions (including round tables\, book presentation or other innovative panel formats) addressing topics described in this call. Panels should consist of four presentations or three paper presentations and one discussant. The panel convenor may also serve as the chairperson of the panel. Proposals should be submitted by the panel convenor by 01 October 2024 and should indicate\, in one single document:\n• the title of the proposed panel and papers;\n• the names of the speakers/discussant/chairperson;\n• a brief outline of the objective and the rationale of the panel (about 500 words);\n• an abstract of each paper (about 2000 words not including the bibliography). \nPhD Panels. PhD candidates are encouraged to submit proposals on one of the topics included in the conference tracks. Up to 8 proposals will be selected to be included in one or more “PhD Panels” where\nauthors will present their papers. Senior scholars will serve as discussants. To be eligible for a PhD panel\, candidates shall defend their thesis no earlier than June 2025. The same deadlines apply. Paper and panel/round tables/book presentation proposals will be selected by the Scientific Committee by 15 November 2024. \nSelected authors (including panel proposals) will be required to submit a paper of 8000 – 10000 words no later than 14 February 2025. The papers should take the form of a research article rather than simply the description of a work in progress. The Scientific Committee reserves the right to reject papers and panel proposals that are not consistent with the conference tracks or papers that are not consistent with the abstract previously approved. As a condition of participation in the conference\, the proposed work must remain unpublished (i.e.\, not under any stage of submission or review at any journal or book) before the closing of the conference. Primary publication opportunities will be provided to proponents of works selected by the Scientific Committee of the Conference. In any case\, extended abstracts of all the selected papers will be given the greatest possible prominence. The working language of the conference sessions is English\, and interpretation services will not be available. Abstracts and papers should be submitted in English. \nDEADLINES\n• Deadline for submission of abstracts (papers and panels): 01 October 2024\n• Notification of acceptance: 15 November 2024\n• Deadline for submission of full papers (papers and panels): 14 February 2025 \nLOCAL SCIENTIFIC COMMITTEE\nProf. Tindara Addabbo (University of Modena and Reggio Emilia)\, Prof. Edoardo Ales (University of Naples Parthenope)\, Dr. Paolo Borghi (University of Modena and Reggio Emilia)\, Prof. Ylenia Curzi (University of Modena and Reggio Emilia)\, Prof. Tommaso Fabbri (University of Modena and Reggio Emilia)\, Dr. Ludovica Leone (University of Modena and Reggio Emilia)\, Prof. Simona Leonelli (University of Modena and Reggio Emilia)\, Prof. Iacopo Senatori (University of Modena and Reggio Emilia). \nORGANISING COMMITTEE\nDr. Carlotta Serra (Marco Biagi Foundation\, Chair)\, Dr. Arianna Di Iorio (Marco Biagi Foundation)\, Dr. Margherita Grillo (Marco Biagi Foundation)\, Dr. Federica Palmirotta (University of Modena and Reggio Emilia\, Marco Biagi Foundation)\, Dr. Ilaria Purificato (University of Modena and Reggio Emilia\, Marco Biagi Foundation)\, Dr. Olga Rymkevich (Marco Biagi Foundation). \nMARCO BIAGI FOUNDATION’S ACADEMIC ADVISORY BOARD\nProf. Marina Orlandi Biagi (Marco Biagi Foundation\, Chair)\, Prof. Tindara Addabbo (University of Modena and Reggio Emilia)\, Prof. Edoardo Ales (University of Naples Parthenope)\, Prof. Francesco Basenghi (University of Modena and Reggio Emilia)\, Prof. Janice Bellace (The Wharton School\, Philadelphia)\, Prof. Susan Bisom-Rapp (California Western School of Law)\, Prof. Ylenia Curzi (University of Modena and Reggio Emilia)\, Prof. Tommaso Fabbri (University of Modena and Reggio Emilia)\, Prof. Luigi E. Golzio (University of Modena and Reggio Emilia)\, Prof. Frank Hendrickx (University of Leuven\, Belgium)\, Prof. Csilla Kollonay-Lehoczky (Central European University\, Budapest)\, Prof. Alan Neal (University of Warwick)\, Prof. Roberto Pinardi (University of Modena and Reggio Emilia)\, Prof. Ralf Rogowski (University of Warwick)\, Prof. Riccardo Salomone (University of Trento)\, Prof. Iacopo Senatori (University of Modena and Reggio Emilia)\, Prof. Yasuo Suwa (Hosei University)\, Prof. Tiziano Treu (Catholic University of Milan)\, Prof. Manfred Weiss (J.W. Goethe University\, Frankfurt-am-Main). \nCONTACTS\nExpressions of interest\, panel proposals\, abstracts\, and full papers\, as well as requests for information\, should be addressed to the e-mail address: marcobiagiconference@unimore.it The first draft of the conference program will be distributed by the end of January 2025\nFurther information will be posted on the Marco Biagi Foundation website: www.fmb.unimore.it This call for papers has been elaborated by the Local Scientific Committee with the support of: Dr. Noemi Miniscalco (University of Modena and Reggio Emilia)\, Dr. Giuseppe Molinari (University of Modena and Reggio Emilia\, Marco Biagi Foundation)\, Dr. Federica Palmirotta (University of Modena and Reggio Emilia)\, Dr. Ilaria Purificato (University of Modena and Reggio Emilia\, Marco Biagi Foundation). \n\n\n\n\nDeadlines\n\nPapers submission: Oct 1\, 2024
URL:https://labourlawresearch.net/event/22nd-international-conference-in-commemoration-of-prof-marco-biagi-employment-in-the-era-of-ai-and-digital-platforms-understanding-and-regulating-transitions/
LOCATION:Marco Biagi Foundation\, Largo M. Biagi\, 10\, 41121 Modena MO\, Italy
CATEGORIES:Conference
ORGANIZER;CN="Marco Biagi Foundation":MAILTO:marcobiagiconference@unimore.it
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DTSTART;TZID=UTC:20250307T090000
DTEND;TZID=UTC:20250307T170000
DTSTAMP:20260409T191841
CREATED:20250506T102756Z
LAST-MODIFIED:20250506T102756Z
UID:1496-1741338000-1741366800@labourlawresearch.net
SUMMARY:Hybrid Seminar "(Temporary) Labour Migration and Agriculture in the EU: Time\, Borders\, and Vulnerabilities" 7 March
DESCRIPTION:Remarks:\n\n\nOn Friday 7 March at 9AM (Paris time) the European Birds of Passage team will host a seminar on “(Temporary) Labour Migration and Agriculture in the EU: Time\, Borders\, and Vulnerabilities”. The seminar will provide an interdisciplinary look at the legal construction of temporary labour migration in a selection of EU Member States and focus on examining the role of spatiotemporal elements (shifting borders\, temporariness\, labour market needs…) in this context. We are happy to have confirmed presentations by Kamil Matuszczyk (CMR – University of Warsaw)\, Minna Seikkula (University of Tampere)\, Andrea Iossa (University of Kristianstad)\, Audrey Deverson (CNRS – University of Strasbourg)\, and Justyna Hejman-Mancewicz (CNRS – University of Strasbourg). The seminar will also be opened by Fabiola Mieres (ILO). If you cannot join us in Strasbourg\, the seminar will be streamed via Zoom. \nMore information and link for the (mandatory) registration for the Zoom session here: \nhttps://www.europeanbirdsofpassage.eu/news/research-seminar-temporary-la… \nDo not hesitate to get in touch if you have any question regarding the seminar! \n\n\n\n\nDeadlines\n\nRegistration: Mar 6\, 2025
URL:https://labourlawresearch.net/event/hybrid-seminar-temporary-labour-migration-and-agriculture-in-the-eu-time-borders-and-vulnerabilities-7-march/
LOCATION:The European Birds of Passage\, Salle Redslob\, Faculté de droit 1 Place d’Athènes Salle Redslob\, Faculté de droit\, 67000 Strasbourg\, France
CATEGORIES:Conference
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DTSTART;TZID=UTC:20250228T090000
DTEND;TZID=UTC:20250228T180000
DTSTAMP:20260409T191841
CREATED:20250506T102957Z
LAST-MODIFIED:20250506T103832Z
UID:1500-1740733200-1740765600@labourlawresearch.net
SUMMARY:International conference “Right to strike under attack – legal counterstrategies" - 28 February in Berlin
DESCRIPTION:Remarks:\n\n\nThe European Lawyers for Workers (ELW) is holding an international conference entitled “Right to strike under attack – legal counterstrategies”. The Hugo Sinzheimer Institute is one of the cooperation partners of this event. \nThe topics of the conference will include the ICJ opinion on the right to strike under ILO Convention No. 87 and recent rulings by the European courts. The afternoon session will focus on successful legal strategies against restrictions on the right to strike in various European countries. \nThe conference will take place on 28 February in Berlin. There will be time for further discussion on 1 March. The conference will be simultaneously interpreted into German\, English and Spanish \nPlease find all information about the conference and how to register under this link: https://elw-network.eu/european-labour-law-conference-right-to-strike-un… \n\n\n\n\nDeadlines\n\nRegistration: Feb 27\, 2025
URL:https://labourlawresearch.net/event/international-conference-right-to-strike-under-attack-legal-counterstrategies-28-february-in-berlin/
LOCATION:Hugo Sinzheimer Institute for Labour and Social Security Law (HSI) in Frankfurt (Germany)\, DGB\, Ingeborg-Tönnesen-Saal\, Keithstraße 1.\, 10787 Berlin\, Germany
CATEGORIES:Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241209T090000
DTEND;TZID=UTC:20241210T130000
DTSTAMP:20260409T191841
CREATED:20241114T102552Z
LAST-MODIFIED:20241118T131718Z
UID:308-1733734800-1733835600@labourlawresearch.net
SUMMARY:THIRD TRI-NATIONAL MEETING ON LABOUR RIGHTS UNDER CUSMA-USMCA-T-MEC
DESCRIPTION:Remarks:\n\n\nWe invite you to register for a two day\, hybrid (Zoom and in-person) workshop contemplating the upcoming review of the CUSMA/USMCA/T-Mec agreement\, focusing on the labour provisions and on the rapid-response mechanism. \nWhen the renegotiated Canada-US-Mexico Trade Agreement (CUSMA / USMCA / T-MEC) took effect on July 1\, 2020\, there were expectations that the substantially amended Labour Chapter\, together with the new Facility Specific Rapid Response Mechanism (RRM)\, would represent a considerable step forward in the enforcement of labour rights. As we approach the forthcoming\, mandatory review of the CUSMA / USMC / T-MEC Agreement by its Signatories\, it is time to examine whether the new Labour Chapter and the Labour Annexes in the CUSMA have met the Signatories’ labour justice objectives. \nRegister by December 1st to attend this two-day workshop which will bring together academics\, lawyers\, experts\, trade unionists\, and representatives of the three signatory countries to discuss experiences to date under the Labour Chapter\, the RRM\, potential avenues for reform\, and how best to implement them. Attendees are also able to join online via Zoom\, and trilingual translation (Spanish\, French\, English) will be available. Click here for a draft agenda: https://mcusercontent.com/71db73ca1d432736a50b2efbe/files/a06361f2-29e2-… \nFor additional information\, please contact cusma_summit@osgoode.yorku.ca \n\n\n\n\n\nDeadlines\n\nRegistration: Dec 1\, 2024\n\n\n\nLinks:\n\nMore information\nRegistration
URL:https://labourlawresearch.net/event/third-tri-national-meeting-on-labour-rights-under-cusma-usmca-t-mec/
LOCATION:Osgoode Hall Law School\, 700 Keele St; North York\, Toronto\, M3J 1P3\, Canada
CATEGORIES:Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241204T100000
DTEND;TZID=UTC:20241206T130000
DTSTAMP:20260409T191841
CREATED:20241114T100830Z
LAST-MODIFIED:20241114T101753Z
UID:299-1733306400-1733490000@labourlawresearch.net
SUMMARY:ADAPT - International Conference XIV Edition
DESCRIPTION:Remarks:\n\n\n\nWHAT DO WORKERS WANT\, TODAY? An Interdisciplinary Reflection on Representation\, Industrial Relations and Labour Law\n\nUntil the last century\, trade unions were the main form of employee participation and inclusion in most Western countries. Things seem to be changing today. Unions\, and the traditional forms of representation more generally\, have been challenged by social and economic changes (tertiarisation of the economy\, an increasingly diverse workforce\, unstable employment\, the establishment of neoliberal governments\, to name but a few)\, while new mechanisms of employee participation have emerged. Employers’ organisations have also faced new challenges resulting from productive and sectoral fragmentation\, different interests involved\, and the trend toward government regulation concerning certain issues (e.g.\, minimum wage)\, as well as the decentralisation or even weakening of collective bargaining.\n\nThe collective dimension of work will be the key theme during the 2024 edition of the international conference organised by ADAPT’s International School of Higher Education in Industrial and Labour Relations: What do Workers Want\, Today? An Interdisciplinary Reflection on Representation\, Industrial Relations and Labour Law.\n\nThe event will provide an opportunity to investigate the most relevant criteria adopted to assess people’s work\, foster personal fulfilment and professional identity\, and create sustainable and inclusive labour markets. Given the different aspects considered\, an interdisciplinary and comparative perspective will be taken in order to reveal the full picture.\n\nThe conference organisers welcome scholars\, experts and practitioners to submit their research. To this end\, some useful information is provided below:\nPublication of the Call for Abstracts: March 2024\nAbstract Submission: from 18 March to 31 May 2024\nNotification of Acceptance: 28 June 2024\nAttendance Confirmation: 6 September 2024\nSubmission of full papers (for accepted abstracts and if interested in publication): 31 October 2024\n\nParticipation in the Conference is free\, but registration is required.\n\n\n\n\n\n\nDeadlines:\n\nAbstract submission:May 31\, 2024\n\n\nLinks:\nRegistration link
URL:https://labourlawresearch.net/event/adapt-international-conference-xiv-edition/
LOCATION:ADAPT\, Centro Congressi Giovanni XXIII Viale Papa Giovanni XXIII 106\, Bergamo BG\, 24121\, Italy
CATEGORIES:Conference
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241202T093000
DTEND;TZID=UTC:20241202T163000
DTSTAMP:20260409T191841
CREATED:20241113T133530Z
LAST-MODIFIED:20241126T075008Z
UID:216-1733131800-1733157000@labourlawresearch.net
SUMMARY:Panoptiwork conference: Interdisciplinary perspectives on labour and digitalisation
DESCRIPTION:Remarks:\n\nThe project Panoptiwork organises its closing conference at the University of Groningen\, on 2 December 2024. The conference looks at the interdisciplinary intersections of labour and digitalisation. It aims to bring together researchers from diverse fields to discuss the multifaceted impact of the digital society in workplaces. This requires addressing questions about the organisation of work\, working conditions\, power relations\, ethics of business\, health and safety\, legal protection and beyond. Therefore\, the conference welcomes research including philosophy of work\, labour economics\, labour history\, labour sociology\, social computing\,labour law\, data protection\, industrial relations. During the one-day conference Panoptiwork will present an interdisciplinary Issue edited on the Italian Labour Law e-Journal. Would you like to send in an abstract for this conference? You can do so until 15 September 2024.\n\n\n\n \nDeadlines\n\nAbstract submission: Sep 15\, 2024
URL:https://labourlawresearch.net/event/panoptiwork-conference-interdisciplinary-perspectives-on-labour-and-digitalisation/
LOCATION:University of Groningen\, Oude Boteringestraat 18\, Röling Building\, Groningen\, 9712 CP\, Netherlands
CATEGORIES:Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241128T080000
DTEND;TZID=UTC:20241205T170000
DTSTAMP:20260409T191841
CREATED:20241126T074757Z
LAST-MODIFIED:20241126T074759Z
UID:1012-1732780800-1733418000@labourlawresearch.net
SUMMARY:TEST EVENT 2
DESCRIPTION:Lorem Ipsum
URL:https://labourlawresearch.net/event/test-event-2/
LOCATION:Australian Labour Law Association\, Novotel Geelong\, V937+WC Geelong\, Victoria\, Geelong\, ACT 3220\, Australia
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241125T080000
DTEND;TZID=UTC:20241125T110000
DTSTAMP:20260409T191841
CREATED:20241125T135132Z
LAST-MODIFIED:20241125T135210Z
UID:1005-1732521600-1732532400@labourlawresearch.net
SUMMARY:Test Event
DESCRIPTION:« All Events \nTest Event\nNovember 25\n;\n08:00\n–\n17:00\n\n\nAdd to calendar \n \n\nGoogle Calendar\niCalendar\nOutlook 365\nOutlook Live\n\n\n\n\nClass Conflict and Institutional Change – Otto Kahn-Freund (1900–1979) and the Invention of Labor Law \n\nPanoptiwork conference: Interdisciplinary perspectives on labour and digitalisation
URL:https://labourlawresearch.net/event/test-event/
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=UTC:20241113T100000
DTEND;TZID=UTC:20241115T120000
DTSTAMP:20260409T191841
CREATED:20241113T120722Z
LAST-MODIFIED:20241113T131325Z
UID:189-1731492000-1731672000@labourlawresearch.net
SUMMARY:Class Conflict and Institutional Change - Otto Kahn-Freund (1900–1979) and the Invention of Labor Law
DESCRIPTION:Remarks:\n\n\nConference theme \nEmploying the lens of the life and work of Otto Kahn-Freund (1900–1979)\, we investigate the invention of labor law as a distinct field of legal doctrine and scholarship. Invention and reinvention are understood here to be ongoing political and scholarly processes\, involving the defense of existing institutions and the development of new ones. We consider developments across the twentieth century\, from the end of the first world war to the struggle over the second postwar settlement in the 1970s and thereafter. Following Kahn-Freund\, we conceive of labor law scholarship as an interdisciplinary endeavor\, combining insights from political economy\, sociology of law\, and empirically-oriented industrial relations. As such\, our investigation allows us to address two questions: How was legal scholarship on the changing conflict between capital and labor related to contemporary developments in the social sciences\, and what can we learn from this today? \nWe invite paper proposals which address the conference theme. In particular\, authors may wish to address the following: \nThe relations and interactions of labor law scholars and trade unionists in the Weimar Republic\nThe reception of Karl Marx and Max Weber in Weimar labor law scholarship and\, especially\, the work of Otto Kahn-Freund\nLabor law and the state under capitalism: from Heller and Neumann to Laski and Miliband\nLabor law and corporatism: the legal empowerment and control of trade unions through the institutionalization of trade union rights; delegated rights and imposed restriction; Keynes to Marshall to Donovan – Keynesian full employment – incomes policy in the 1970s and its failure\nLabor law and comparative political economy: the origins and significance of commonality and difference. \nVenue \nThe Max Planck Institute for the Study of Societies (MPIfG) is located in Cologne\, Germany. It is one of the largest social science research institutions in Germany\, regarded internationally as one of the top research institutes in the social sciences. Cologne has its own airport and can be easily reached by train from Frankfurt International Airport\, Düsseldorf airport\, and other locations throughout mainland Europe. \nConfirmed speakers: \nZoe Adams\, University of Cambridge\nRuth Dukes\, University of Glasgow\nRichard Hyman\, London School of Economics\nAgustín José Menéndez\, Universidad Complutense de Madrid\nBrishen Rogers\, Georgetown University\nWilliam Scheuerman\, Indiana University\nWolfgang Streeck\, MPIfG\nRebecca Zahn\, University of Strathclyde \nSubmissions: \nScholars who are interested in presenting papers at the conference are invited to submit an abstract of up to 500 words. Please include a title\, your name and affiliation\, and contact information. \nAbstracts should be sent to Ruth Dukes by April 30\, 2024. Please copy the following text into the title of the email: Class Conflict and Institutional Change Paper Proposal. Decisions on the acceptance of paper proposals will be communicated by May 31\, 2024. \nLogistics and key dates: \nWe are grateful for the financial and administrative support provided by the MPIfG. Thanks to that support\, no fee will be charged for attendance at the conference\, but participants may be asked to cover their own travel and accommodation expenses. Information about recommended hotels will be provided at a later date. \nApril 30\, 2024: Last day to submit paper proposals\nMay 31\, 2024: Decisions on acceptance of paper proposals\nNovember 13–15\, 2024: Conference in Cologne \nAny questions can be addressed to Ruth Dukes. \n\n\n\n\n\nDeadlines\n\nAbstract submission: Apr 30\, 2024
URL:https://labourlawresearch.net/event/class-conflict-and-institutional-change-otto-kahn-freund-1900-1979-and-the-invention-of-labor-law-conference/
LOCATION:The Max Planck Institute for the Study of Societies\, Paulstraße 3\, Innenstadt\, Cologne\, 50678\, Germany
CATEGORIES:Conference
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BEGIN:VEVENT
DTSTART;TZID=UTC:20241108T100000
DTEND;TZID=UTC:20241109T140000
DTSTAMP:20260409T191841
CREATED:20241113T163133Z
LAST-MODIFIED:20241114T101312Z
UID:295-1731060000-1731160800@labourlawresearch.net
SUMMARY:ALLA National Conference
DESCRIPTION:Remarks:\n\n\nRegistration is open for the 2024 ALLA National Conference: Assessing the Impact of Change and Reform in Australian Labour Law\, to be held on 8-9 November at the Novotel Geelong\, VIC. \nThe conference program includes a keynote plenary session: Assessing the impact of recent workplace law reforms (Secure Jobs Better Pay Act 2022 & Closing Loopholes Acts 2023 & 2024)\, delivered by The Hon. Justice Adam Hatcher\, President\, Fair Work Commission and Anna Booth\, Fair Work Ombudsman; plenary panel: The advancement of gender equality in Australia and reflections on recent reforms\, featuring Dr Anna Cody\, Australian Sex Discrimination Commissioner; Dr Niki Vincent\, Victorian Public Sector Gender Equality Commissioner; and Professor Rae Cooper AO\, Director of the Australian Centre for Gender Equality and Inclusion @ Work\, University of Sydney; along with over 50 papers presented by leading labour law academics and practitioners. \nFull program details\, registration and accommodation specials can be found at the ALLA website: https://austlabourlaw.asn.au \nConference Flyer: https://austlabourlaw.asn.au/cms/wp-content/uploads/ALLA-Conference-Flye…
URL:https://labourlawresearch.net/event/alla-national-conference/
LOCATION:Australian Labour Law Association\, Novotel Geelong\, V937+WC Geelong\, Victoria\, Geelong\, ACT 3220\, Australia
CATEGORIES:Conference
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END:VCALENDAR