Ideology and Neutrality in Labour Relations
The relationship between ideology and labour relations has recently taken a certain role as a result not only of the exercise of a fundamental right for a employed people, but also because of the ideological neutrality that companies have adopted as a premise in the management of their human resourc...
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| Formato: | artículo |
| Estado: | Versión publicada |
| Fecha de publicación: | 2022 |
| País: | México |
| Recursos: | UNIVERSIDAD NACIONAL AUTÓNOMA DE MÉXICO |
| Repositorio: | Revista Latinoamericana de Derecho Social |
| Idioma: | español |
| OAI Identifier: | oai:ojs.pkp.sfu.ca:article/16814 |
| Acesso em linha: | https://revistas.juridicas.unam.mx/index.php/derecho-social/article/view/16814 |
| Access Level: | acceso abierto |
| Palavra-chave: | ideological freedom fundamental rights constitutional court libertad ideológica derechos fundamentales tribunal constitucional liberté idéologique droits fondamentaux cour constitutionnelle |
| Resumo: | The relationship between ideology and labour relations has recently taken a certain role as a result not only of the exercise of a fundamental right for a employed people, but also because of the ideological neutrality that companies have adopted as a premise in the management of their human resources, and in the demostrations that the workers are allowed of this nature. Also because of the tendency in some companies to make decisions in the field of labour relations based don ideological criteria. And one of the most controversial areas for the exercise of fundamental Rights in labour relations is that of so-called trend companies. |
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