Sistema Regional de Información
en línea para Revistas Científicas de América Latina,
el Caribe, España y Portugal

From the implementation of Legislative Decree 1246, which sought economic recovery, the modification and repeal of certain substantive labor standards was determined, which led to the elimination of some formal obligations that the employer had in charge of the Administrative Labour Authority, as was the presentation of labor training modality agreements, contracts subject to modality, among others.Based on this, this article will analyze the purpose of these eliminated administrative requirements and the negative repercussions that these new provisions would produce within the Labour Administration.For these purposes, we will first analyze what legal basis lies in the importance of labor administrative records, and then identify the implications, which are derived from the exemption of some business obligations for the Administrative Labor Authority, in relation to certain functions and objectives of the latter.

The “right” to the disconnection is a statement built from the dogmatic point of view, rather than normative. In fact, there are few legal systems that have enshrined a “right” to disconnection. In addition, disconnection has a close link with working time, rest time, health and safety at work, as well as influencing the so-called conciliation between private or personal life and work. That is why it is necessary to analyze whether there is a need for the consecration of this right as an autonomous category, or if, on the contrary, its legal content and limits -deleted dogmatically- are found in classic institutes in terms of working time.Furthermore, it would be unrealistic to stop considering the necessary link between this issue and the stability regime of each regulatory system. In the case of Uruguay, it is worth asking: how useful is the consecration of a “right” to disconnection, if in the end the employer can fire freely? In short, is it not time to bring a rethink about the poor health of the right to work in Uruguay, and thus seek better protection in employment?.

The discrimination that suffer people with disabilities is seen reflected in diverse aspects; being the acces to a job, the most vulnerable. That is the reason why the Peruvian government has stablished a percentage for the hiring of these community in the public sector (5%) and the private sector (3%) in order to provide them greater participation in the formal labour market and improve their life quality.The present article is based on an investigation about the employment quota system and its impact on the Peruvian labour market for people with disabilities. Based on the normative context, statistical information and compared experience, the author proposes mesures that can be implemented in the interests of greater labour insertion.