竞业限制条款法律适用及其完善

企业基于商业秘密之保护和维持永续竞争力,通常要求员工签订竞业限制协议或条款,其中涉及商业秘密保护权和员工劳动就业权的冲突。因我国目前相关法律规定零散而不成体系,因此应合理构建竞业限制条款的具体制度,规定一般员工的法定竞业限制义务,明确竞业限制的主体、适用范围、经济补偿、违约责任、期限等,准确理解违反竞业限制义务的责任构成及其责任形式是实现权利冲突的合理解决和劳资双方共赢的最佳途径。     

井壁稳定性分析在靖边气田水平井钻井设计中的应用简

井壁稳定性问题（即井壁坍塌破裂）会引起系列严重的井下卡钻井漏等事故。靖边气田在钻井过程中,钻遇的地层当中存在多煤层,井壁稳定性问题十分突出,在该地区水平井钻井设计当中进行井壁稳定性分析有着重要的意义。分析了井壁围岩应力分布规律并建立地层坍塌（破裂）压力计算模式,根据库仑-摩尔强度准则和最大拉应力破裂准则,计算井壁坍塌（破裂）压力与钻井液安全密度窗口。通过实验研究分析煤层坍塌压力和破裂压力随井斜角、方位角变化规律,提出合理的方位角优选方案,指导水平井钻井方案设计。     

低压欠平衡钻井—勘探钻井技术发展新动向(待续)

从世界石油经济和供求前景分析出发,得到了石油工业上游领域必须重视难拿储量、重视改造挖潜、重视增产增效、重视提高探井水平的结论。从这些必须要重视的技术领域出发,分析了地质特点、储层特点和经济技术特点,指出了完成这些艰巨任务必须要采用低压欠平衡钻井技术。最后介绍了国外低压欠平衡钻井技术发展的现状及存在问题,结合西南石油学院近7年的储备研究成果,介绍了我国低压欠平衡钻井技术发展的重点和方向。     

劳动合同法视域下福建自贸区弹性用工研究

弹性用工是一种灵活的用工方式，是实现人力资源最优配置的有效途径。我国对弹性用工不合理的制度设计，限制了弹性用工效用的发挥，这些制度包括：劳动合同期限制度、劳务派遣制度、特殊工时制度、非全日制用工制度。     

抽汲井试井分析数学模型的建立及精确解

根据抽汲井试井工艺过程及其特点,采用已知上一次抽汲结束时的地层压力分布规律建立下一次抽汲数学模型的方法,建立了抽汲井试井分析数学模型,并在Laplace空间求解出了相应的精确解。将这一成果应用于长庆油田之中,结果表明:该理论能描述抽汲井的井底压力瞬变性及抽汲期井底压力变化无规律性的特征,符合实际测试工艺情况,弥补了抽汲井试井这一空白;提高了该类井试井的解释率和解释结果的可信度。同时,利用该理论还可计算抽汲过程中任一时刻的井底压力和关井时刻的井底压力,解决了抽汲井难以计算关井时刻井底压力的问题。     

Information and communication technology adoption in micro and small firms: Can internet access improve labour productivity?

The rapid spread of information and communication technologies (ICT) may increase firms’ productivity with important consequences for job creation and for economic growth. This article contributes to this discussion by analysing the impact of internet adoption on labour productivity and the mechanisms shaping this relationship in Peruvian micro and small manufacturing firms over the period 2011–2013. The article estimates a reduced form where labour productivity is a function of internet adoption and other explanatory factors. Internet adoption is instrumented using a measure of the availability of financial opportunities for micro and small firms in Peru. Findings indicate that internet adoption: (a) increases firms’ labour productivity; (b) reallocates employment away from temporary administrative workers and non‐remunerated workers and expands employment of permanent production workers; (c) leads to the formalization of labour relationships, to the implementation of new organizational practices and to the improvement of training measures. While changes in employment and formalization of workers are linked to labour productivity gains, increases in training measures and organizational changes do not generate any additional productivity increase. Policies oriented to promote the adoption of ICT in micro and small firms can be beneficial to close the productivity gap with larger firms in Peru. Moreover, policies directed to the formalization of the workforce can provide an extra benefit, i.e. additional labour productivity gains in firms adopting the internet. Finally, policies oriented to the development of digital skills are also important to ease the re‐employment of those workers losing their jobs and the achievement of additional productivity gains that new organizational practices can provide.     

Teenage childbearing: young sole mothers challenge the stereotypes

Teenage sole mothers in receipt of welfare benefits are seriously affected by systematic and radical restructuring of Aotearoa/New Zealand’s state welfare system since 2008. With few exceptions, the changes oblige beneficiaries to prioritise obtaining paid work. To address questions of how welfare changes and socio-cultural context in Aotearoa New Zealand are experienced by teenage mothers we conducted a narrative study of 10 young women’s stories of sole mothering as beneficiaries. Purposeful sampling was used to recruit young mothers who were attending, or had recently attended a specialist school for teen parents. Thematic analysis of interview narratives represented experiences of financial and social deprivation, negative stereotyping, stigma and resistance. In contrast to the government’s explicit goal of getting welfare recipients into paid employment, the teenage mothers in our study placed full-time mothering as their principal duty. They also acknowledged the material and social advantages of entering paid employment, and were committed to working but only when their child was ‘settled and ready’ – a decision they understood to be their responsibility.     

Social inclusion through employment: the marketisation of employment support for people with learning disabilities in the United Kingdom

Employment for people with learning difficulties is considered key to their social inclusion. This contradicts the perceived un-employability of people with learning difficulties that has been part of their social identities throughout their history hitherto. The national rate of employment for people with learning difficulties remains extremely low and has barely changed in the 20?years between 1990 and 2010. This paper investigates links between learning disabilities and employment, drawing on interview-based research. It analyses the quality of experience of the minority in employment to consider whether employment can serve the inclusive purpose expected of it.     

Revisiting the effectiveness of the employment‐oriented welfare state: Considering the quality of employment achievement

The purpose of this study was to examine the effectiveness of an employment‐oriented welfare state. While previous studies have focused on employment growth, this study considers the quality of employment, especially its mediating impact between public social expenditure and fiscal soundness. Three‐step mediated regression analysis was conducted on a data sample from 19 developed countries from 1991 to 2013. The results show that while public social expenditure negatively affects fiscal soundness, if it promotes total and part‐time employment, it can positively affect fiscal soundness. However, when the incidence of involuntary part‐time employment is high, public social expenditure and its impact on employment performance no longer guarantee fiscal soundness. This study addresses the importance of promoting not only employment growth but also employment quality to secure fiscal soundness.     

Job quality,industrial relations and the crisis in Europe

This paper reports results from recent Eurofound research on the impact of the crisis on industrial relations and working conditions in Europe, based on the output of Eurofound's European Working Conditions Observatory and European Industrial Relations Observatory and data from the European Working Conditions Survey. Overall, the crisis – even if it is sometimes difficult to separate the effect of the crisis from megatrends in working conditions and industrial relations – seems to have had an impact on both domains. With reference to industrial relations, the impact of the crisis has influenced actors, processes, and outcomes. Regarding working conditions, the results appear to be in line with the literature on the topic, which relates the crisis to an increase in job insecurity, a decrease in work intensity, in working hours, and in anti-social working time arrangements, and a general improvement in terms of health risks and related outcomes.