Labor Network/Labor Introduction

< ' , bWorld Labor Norms' ,
World Labor Organization
Work is the most basic human activity, and work relations are the most basic social relations in the industrial age and the primary norm to measure the harmony of society. . The World Labor Organization (B) was established as a subsidiary organization of the World League in accordance with the Treaty of Versailles. Became a specialized organization of the United Nations. The purpose of the organization is: to promote full employment and improve living standards, promote labor-management cooperation, improve working conditions, expand social security, ensure workers' occupational safety and health, achieve lasting peace in the world, and establish and safeguard social justice.
< - b.rr/_.) - What are the World Labor Codes

< - World Labor Codes[]
World Labor Codes. What we call international labor standards usually refers to the various codes, norms and standards adopted by the International Labor Organization (b) to deal with global labor affairs. They form a set of international labor standards centered on international labor treaties and recommendations. . The emergence and development of international labor standards have had an important impact on the progress of human society.

< - Classification
World labor norms can be divided into the following categories according to their content:
Central labor norms, including freedom of association and the right to group bargaining, abolition of all methods of forced and forced labor, the effective elimination of child labor, equal pay for equal work, and the elimination of occupational and occupational discrimination.
Work professional standards include contracts on promoting work, social policies, labor management, labor-management relations, working conditions, occupational safety and health, social security, etc.
Regulations on specific groups of people include treaties on women, child and underage workers, elderly workers, disabled people, migrant workers, seafarers, fishermen, dockworkers, domestic workers and other specific groups of people.

< - b.rr/_.) - "World Labor Code"
< -Summary of Contents
This book is divided into three parts. The first part mainly introduces some concepts, basic theories and other basic knowledge related to the International Labor Standards. The second part mainly introduces the implementing entities of the International Labor Standards and their implementation on a global scale. The second part focuses on the introduction of the International Labor Standards in my country. implementation status and future development trends.
The content of this book is easy to understand. It starts from the definition of basic concepts, introduces the concept, position, effect and historical evolution of the world labor standards in detail and comprehensively, and introduces the details of the world labor standards in detail. . Regarding the implementation of international labor standards, this book particularly emphasizes that in addition to the common method of agreeing to treaties through member states of the International Labor Organization, agreement, the formulation of production codes, etc. are also effective ways to implement labor standards.
This book is not only suitable for undergraduates, but also policy makers, trade union workers, business representatives, professional experts, and ordinary workers can get inspiration from this book and participate in the reform of world labor standards. Seminars and internships are available


< - b.rr/_.) - Introduction
In order to protect its domestic labor market from being impacted by immigration, the U.S. government The Immigration Law has drafted relevant provisions for some immigrants who need to apply for a labor certificate. The labor certificate is also called the labor card, and its official name is the foreigner work permit.
The establishment of a labor certificate mainly concerns the immigration applications of the second and third categories of employment-based immigrants. In addition to the first category priority, U.S. employment-based immigration applicants must first find an employer in the United States, and then the employer applies for a labor card from the Department of Labor of the state where he is located, and also applies for an employment visa at the same time. After the labor card is approved, the employer then applies to the US Citizenship and Immigration Services for a permanent resident visa for the applicant.
Immigration Classification
U.S. employment-based immigrants are divided into five priority categories. Among these five categories of priority, the following priority does not need to apply for a labor certificate and can directly apply for employment immigration:
, first priority, including: special talents, (B) outstanding professors or researchers, () multinational company managers< br/>, second priority, applicants who meet the national interest exemption
, third priority, that is, special immigrants, including religious people, etc.
, fifth priority, that is, million dollar investment immigrants.
/> In addition, the following priority must apply for a labor certificate before applying for immigration:
, second priority, that is, those who have a master's degree but do not meet the national interest exemption
, third priority, among which Including: bachelor's degree, (B) two years of experience in skilled labor, () unskilled labor
According to Section 1 of the U.S. Immigration Law, the Department of Labor is required to determine when approving each labor certification request:
. At the time the labor certification request is made, no qualified () U.S. worker exists, is willing, and is able (B, B) to perform the job provided by the employer to the foreign applicant
. Employment of the foreign applicant will not be detrimental to similar activities. It has a negative impact on the salary and salary conditions of American workers working in the United States.
To this end, when submitting a labor certification application, the employer must meet the following conditions:
First, the employer must not pay the salary of the foreign workers. Lower than American colleagues. Not only the salary cannot be low, but labor insurance, vacation and other benefits must also be consistent.
Before making an application, the employer must indicate that it is willing to hire qualified American workers (U.S. citizens and permanent residents). Therefore, The employer must prove that there is indeed a salary vacancy and that it will recruit qualified American workers. This means that if the foreign beneficiary of the labor certificate is an investor in the company or a relative of the company owner, or has influence on the company's decision-making , their requests for labor certification are usually not approved because the Department of Labor does not believe that employers will hire unrelated Americans instead of them.
Other conditions for applying for labor certification also include:
, all The offered job location is in the United States. This means that the applying employer should have a U.S. workplace for the job seeker to contact. However, the foreign employee does not have to work in the United States. There are cases where the foreign employee is not required to work in the United States even if the applicant is in the United States. The working time overseas can be up to 60%, and the request can still be approved.
The work must be full-time.
Generally speaking, full-time work means no less than thirty hours per week Five hours. However, working more than forty hours per week would be considered additional conditions or inappropriate working conditions because overtime work would have a negative impact on the working conditions of workers in the United States. At the same time, contract workers cannot be considered full-time In contrast, even if the remuneration paid is commission-based, if the employer can ensure that the minimum remuneration paid is not lower than the usual remuneration for similar remuneration, such remuneration is also regarded as full-time remuneration.
A Whether salary can be counted as full-time employment usually depends on the specific salary and the conditions of the employer. For people who are already working part-time in the same company, the employer should explain that the salary responsibilities have changed and full-time employees are needed.
The work must be long-term. This means that the employer, at the time of filing the request, has no intention of terminating the beneficiary at a specific date in the future. At the same time, the wages provided are also non-seasonal and intermittent.