The Law 4/2000 of 11 January on the rights and freedoms of foreigners in Spain and their social integration, has been, throughout its term, subject to various modifications, the last of which corresponds to the Law 2/2009 of 11 December, which amongother provisions has amended article 39 related to the quota of foreign workers; may be observed, as major innovations, the new name of the procedure as collective hiring at source and giving the Ministry of Labour and Immigration the authority for approval. The new wording of Article 39, introduced by the Law 2/2009 of December 11, empowers the Ministry of Labour and Immigration to approve an annual estimate of occupations and, where appropriate, the number of jobs that may be covered through the collective management of contracts at source in a given period that have access only those foreign workers who are not staying or residing in Spain....

The 21st disposal. two of the Law 39/2010 of 22 December, the General State Budgetfor 2011 (BOE of 23 December), introduced in Part II of the General Law of SocialSecurity a new Chapter IV regulates a novel e provide our Social Security system called“provision for the care of children affected by cancer or other serious disease. “ Thisnew provision would involve a legislative change, specifically the General Law of SocialSecurity (LGSS), the Statute of Workers and the Civil Service Basic Statute.

Gender violence at work takes place in two different ways: sexual harassment andharassment based on gender. The latter is a phenomenon which has recently beenrecognized as such, and thus it has barely been studied as a discriminatory behavioror as a manifestation of gender violence at work. Everything that has been said up tothis point affects the Social Security sphere, on which the present study is focused.The reason why the Social Security sphere is the main focus of the study is due tothe doctrinal and judicial treatments that harassment at work (in any of its specificforms) has had since a contingency can be classified as an accident at work.

The widespread incorporation of women into the common productive world, the equalization of functions among men and women, the locative mobility inherent to numerous jobs, the quality of artificial feeding for babies, the preservation of business productivity, the avoidance of indirect discrimination , the demands of health and hygiene, flexibility in the organization of working time. All these factors, in a list that could easily be increased without any effort, are projected in the regulation of a figure as traditional as plagued by interpretative doubts at the time of putting it into practice.The pause or permission for breastfeeding is the institution object of study in the following pages, whose formal object is constituted by the special attention to the doctrine emanating from the Courts. After more than ten years of validity of the Organic Law for Effective Equality of Women and ...

The armed forces have a specific regulation of personal different from that applicableto other civil servants. This distinction derives mainly from the nature of the missionsthat are assigned the armed forces, which requires a particular organization and meansto carry out with the necessary effectiveness (discipline, rank, unit, specific values,etc.). The military, in fact, must have a specific regime for a better fulfill of its mission.But the specific arrangements should not serve as an obstacle to reconcile themilitary regime with the rest of the civil service. In other words: the military shouldonly be deprived of the rights granted to other public officials when such action isnecessary for the performance of their duties. The Spanish legislator recognizes theserights to the military and, precisely because of its singularity, has established protectivemeasures exclusively to them.