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

Several studies have proven that active subtitling is a valid didactic tool to be applied in the field of translator training. The main objective of this qualitative study is to present various methodologies that support the fact that subtitling can be used in order to develop the translation competence of students who will not  necessarily become professional subti tlers once they complete their training. Translation trainers’ didactic experiences are collected by means of individual interviews to prove that applying different methodologies when including subtitling into a non-strictly audiovisual pedagogical context allows translation trainees to develop general and specific competences.

Despite the growing presence of women holding important professional and institutional positions, the linguistic system continues to waver between masculine and feminine, between prescriptive language norms and language usage: while some feminine forms are becoming widely used among speakers, others are not as common in use. The present work addresses the issue of gender inequality transmitted through linguistic practices and its contribution to gender discrimination. The objectives of this paper are: firstly, to provide an overview on the debate on the feminization of profession and office nouns in Italian and Spanish, both gender-marked languages; secondly, to analyze the subject in its grammatical structures for both languages; and lastly, to propose some reflections on the importance and the need to address the issue in Italian and Spanish as foreign language classes.

The purpose of this work is to reflect on the problems of cross borders employmentcontracts in which work is carry out outside of a physical-territorial place. In this sense, the article focuses on cases of extraterritoriality in the execution of services from the perspective of the applicable Law. It starts with the analysis of the classic extraterritorial work in the maritime and/or air domain, continuingwith the most recent assumptions of extraterritoriality linked to the “fourth or fifth dimension” in the digital space or in cyberspace. Finally, it analyses the work execution of future (or not so future) extraterritorial services in maritimeartificial spaces or cities or in outer space.

The article explains the main features of the normative response that, at European and national level, has been given as a response to the needs that the road transport sector had regarding the posting of workers in the framework of a transnational provision of services. Secondly, the article presents the main forms of cooperation in this area between labour and transport authorities, both national and European. Special attention is paid to the European Labour Authority.

This article discusses recent developments in determining the social security legislation applicable to the post-pandemic interactive international teleworker, with a focus also on the situation of digital nomads. The absence of adhoc legislation has been addressed in the EU by Administrative Commission Guidance Notes, such as No 125/2022, which facilitate business decisions by reinterpreting conflict rules that derogate from the general rule or the lex loci laboris: posting, multi-state or even Member State ad-hoc agreements. Incontrast to these non-regulatory emergency solutions, the article argues for a reinterpretation of the lex loci laboris linking interactive telework, as a general rule, to the law of the State where the employer is located.

In the present study we analyse the modulations experienced by the determination of the employment relationship when it develops in the field of Public Administrations, namely: the consequences of the termination of contracts non-fixed indefinite staff, the replacement of the option of the indefinite worker does not fix for compensation in cases of irregularities in contracting temporary or exceeding the legal limit to the chaining of temporary contracts, the new order of extinction in the legislation on employment stabilization temporary, and the legal suppression of the regulation of dismissal for economic reasons, technical or organizational in the administrative public sector.

Este artículo reseña: García González, Guillermo. El nuevo marco regulador de los empleados de Hogar. Una aproximación crítica desde la dogmática jurídica. Dykinson, Madrid, 2022, 205 p.

One year on from the publication and entry into force of Royal Decree-Law 32/2021, it is appropriate to rethink of the effects of the labour reform on collective bargaining, in order to verify whether the intended objectives have been achieved and to explore the consequences not intended by the law. To this end, it is necessary, firstly, to know what difficulties were detected and which were intended to be remedied. Secondly, it is necessary to verify the effectiveness of the following reforms: the concurrence of agreements (art. 84.2 ET) through the reinforcement of the sectoral agreement as the backbone of the negotiating structure; the establishment of criteria for selecting the agreement to be applied in the case of contracts (art. 42.6 ET); the maintenance of the ultra-activity of agreements (art. 86 ET); and the call for sectoral bargaining throughout the law. In this initial assessment, it should be kept in mind that the timing of collective autonomy and its results require greater perspective and that the transitional provisions of the law itself prevent a more precise assessment, without forgetting the impact of the socio-economic situation, which can affect this area to the same extent as the legal changes. The assessment of the changes is positive, even though the effects have yet to be determined, the necessary time has not yet elapsed to confirm the results, but it is possible to note trend lines capable of marking the path of the future negotiating map.

 Information and Communication Technologies have an important use in many jobs today. Considering this, workers are subject to physical, organisational, and psychosocial occupational hazards specifically related to these technologies. In order to avoid or minimise its impact on the health and safety of workers, it is necessary that employers develop and recognise in its entrepreneurial policies an effective right to disconnect, following the clauses and the mandate of article 88 LOPD.