Resumen La adaptación del puesto de trabajo a la persona trabajadora cuando concurren en ésta una serie de circunstancias biológicas o por razón de discapacidad es una medida prevista en la Ley de Prevención de Riesgos Laborales que, pese a que no tiene una correlación en el Estatuto de los Trabajadores, debe ser entendida como un ajuste razonable. De esta forma, las empresas estarían obligadas a realizar una evaluación de los riesgos en la seguridad y la salud de los trabajadores mayores o seniors que ven reducida su capacidad de trabajo, así como una adaptación en las condiciones laborales con carácter previo a la extinción del contrato de trabajo a través de un despido objetivo por ineptitud. Se trata, por tanto, de tutelar a la persona trabajadora madura que cuenta con una especial protección dentro de nuestro ordenamiento jurídico, pues, de lo contrario, se produciría una situación de discriminación por razón de edad.

Abstract The adaptation of the job to the worker when a series of biological circumstances or due to disability is a measure provided for in the Law on Prevention of Occupational Risks that, even though it does not have a correlation in the Statute of Workers, it must be understood as a reasonable adjustment. In this way, companies would be obliged to carry out an assessment of the health and safety risks of older workers who see their work capacity reduced, as well as an adaptation in working conditions prior to the termination of employment through an objective dismissal for ineptitude. It is, therefore, about protecting the mature worker who has special protection within our legal system, because, otherwise, a situation of discrimination based on age would arise.

Abstract: Two sentences handed down by the Supreme Court are evaluated on the occasion of the knowledge of two appeals for unification of jurisprudence. The purpose of those latters was to determine whether or not stipends paid for overtime should be considered within the basis of calculation of the last remuneration accrued, for the purposes of payment of compensation for termination of the employment relationship. All this, based on the fact that the extraordinary day is frequent and permanent, not sporadic or eventual. The commentary will critically examine the fundamentals provided by the highest court. Particular emphasis will be placed on the sporadic nature of overtime versus the periodic nature and other characteristics of the ordinary working day. The principle of the primacy of reality will make possible to conclude that if the stipends paid for formal overtime meet the characteristics of the salary, they can be considered part of it, because there is a ordinarization of them.

Resumen: Se evaluan dos sentencias dictadas por la Excelentísima Corte Suprema con ocasión del conocimiento de dos recursos de unificación de jurisprudencia. Ellos tuvieron por objeto determinar si se deben o no incluir los estipendios pagados por horas extraordinarias dentro de la base de cálculo de la última remuneración devengada para efectos del pago de las indemnizaciones por terminación de la relación laboral. Esto, teniendo como base el hecho de que la jornada extraordinaria sea frecuente y permanente, no esporádica o eventual. En el comentario se examinarán críticamente los fundamentos dados por el máximo tribunal. Se hará especial hincapié en el carácter esporádico de las horas extraordinarias versus el carácter periódico y demás características de la jornada ordinaria. El principio de primacía de la realidad permitirá concluir que, si los estipendios pagados por concepto formal de sobretiempo reúnen las características del sueldo, pueden considerarse parte de él, porque se produce una ordinarización de los mismos.

This ‘research note’ deals with new and innovative proposals for labor flexibility, which implies the employment relationship termination (principal-agent). This proposal is known as flexicurity or flexicurity. The Denmark model, the country in which this concept originates, has been taken as a basis. Mention is made of three fundamental pillars: flexibility in the employment relationship, a system of provision of unemployment services, and an activation policy. On the other hand, the research note points out that one should not omit the normative framework that governs each country to study flexicurity. Do not violate the worker's fundamental rights and those established in the Convention of Human Rights to meet commercial needs. International processes involve the right to work, the dignity and citizenship of the worker, and finally, the freedom to choose.

La presente nota de investigación aborda las más recientes y novedosas propuestas de flexibilización laboral, donde involucra la extinción de la relación laboral, (principal - agente), dicha propuesta se la conoce como flexiseguridad o flexiguridad. Se ha tomado como base el modelo de Dinamarca, país en el cual se origina este concepto. Por una parte, se mencionan los tres pilares fundamentales: a) flexibilidad en relación con el trabajo; b) el sistema de prestación de servicios por desempleo; y c) una política de activación. Por la otra, se señala que para el estudio de la flexiseguridad no se debe omitir el marco normativo o institucional (formal) que rige en cada país. Es decir, al intentar satisfacer las necesidades empresariales se deben establecer estructuras de gobernanza jurídico-económica que eviten violentar derechos fundamentales del trabajador y los establecidos en la Convención de Derechos Humanos, es decir, reglas de juego de tratados internacionales que involucran el derecho al trabajo, la dignidad y ciudadanía del trabajador y su la libertad de escogencia.

RESUMEN El presente artículo se propone revisar las condiciones para despedir un trabajador, específicamente por su bajo desempeño, en aras de determinar un procedimiento claro, seguro y eficaz que permita mejorar el rendimiento de dichos trabajadores en las organizaciones de naturaleza privada y respetar sus derechos fundamentales. La metodología de esta investigación es hermenéutico-documental. Se desarrolla a través de rastreos bibliográficos, recopilación de literatura sobre administración de personal y análisis e interpretación de la legislación y jurisprudencia regulatoria de la materia. Como conclusión principal, se obtiene que será válido, seguro y eficaz terminar el contrato de trabajo con justa causa si se da aplicación a un procedimiento que tenga como insumo principal la evaluación del desempeño ejecutada en la empresa, seguido por un proceso de retroalimentación que brinde herramientas para el mejoramiento del desempeño e indague por aspectos propios de la esfera personal del trabajador que potencialmente afecten la prestación del servicio, y finalice con un proceso disciplinario respetuoso del derecho fundamental al debido proceso.

ABSTRACT The purpose of this article is to review the conditions for dismissing an employee, specifically for poor performance, in order to determine a clear, safe and effective procedure to improve the performance of such employees in private organizations and to respect their fundamental rights. The methodology of this research is hermeneutic-documentary. It is developed through bibliographic searches, compilation of literature on personnel administration and analysis and interpretation of legislation and regulatory jurisprudence on the subject. As main conclusion, it is obtained that it will be valid, safe and effective to terminate the employment contract with just cause if a procedure is applied that has as main input the performance evaluation carried out in the company, followed by a feedback process that provides tools for performance improvement and inquires about aspects of the employee's personal sphere that potentially affect the provision of the service, and ends with a disciplinary process respectful of the fundamental right to due process.

RESUMO Este artigo visa rever as condições de demissão de um trabalhador, especificamente por mau desempenho, a fim de determinar um procedimento claro, seguro e eficaz para melhorar o desempenho de tais trabalhadores em organizações privadas e respeitar seus direitos fundamentais. A metodologia desta pesquisa é hermenêutico-documentário. Ela é desenvolvida através de rastreamento bibliográfico, compilação de literatura sobre administração de pessoal e análise e interpretação da legislação e jurisprudência reguladora do assunto. Como conclusão principal, obtém-se que será válido, seguro e eficaz rescindir o contrato de trabalho com justa causa se for aplicado um procedimento que tenha como principal insumo a avaliação de desempenho realizada na empresa, seguido de um processo de feedback que forneça ferramentas para a melhoria do desempenho e indague sobre aspectos da esfera pessoal do trabalhador que potencialmente afetam a prestação do serviço, e termina com um processo disciplinar que respeite o direito fundamental ao devido processo.

ABSTRACT Introduction: early retirement is a process of social relevance due to the high growth rate of the aging workforce, whose most relevant concern arises from the extension, perhaps oversized, of working life. Objective: to determine the results of music therapy in early retired people. Methods: a music therapy intervention was carried out with the aim of regulating emotions in early retired people, faced with the dilemma of the termination of the employment relationship or its continuity; a quasi-experimental study was carried out at "Marta Abreu" Teaching Polyclinic, Villa Clara, from January 2017 to February 2019. Procedures, methods and techniques with application of music therapy were used in a study group of 200 early retired people aged 55 to 65 years. Theoretical, empirical and statistical-mathematical methods were used. Psychological techniques were applied in the study group before and after music therapy and in the control group without intervention. Results: relevant results were found in the study group, and very significant changes were recorded: more low anxiety and mild depressive emotional states, high self-esteem, and notable improvement in vulnerability to stress. No favorable changes were reflected in the control group. Conclusions: music therapy was effective for achieving positive changes in emotional state in early retired people from the study group. The promising identification of potentialities in musical language, with the minimum use of spoken language in comprehensive care for people in early retirement, was a novelty.

RESUMEN Introducción: la prejubilación es un proceso de relevancia social por la alta tasa de crecimiento de la población activa envejecida, cuya preocupación más relevante surge por la extensión, quizás sobredimensionada, de la vida laboral. Objetivo: determinar los resultados de la musicoterapia en personas prejubilables. Métodos: se realizó una intervención musicoterapéutica con el objetivo de regular las emociones en personas prejubilables, ante el dilema del cese del vínculo laboral o la continuidad de este; se realizó un estudio cuasi-experimental en el Policlínico Docente «Marta Abreu», Villa Clara, en el período de enero 2017 a febrero 2019. Se emplearon procedimientos, métodos y técnicas con aplicación de la musicoterapia en un grupo estudio de 200 personas prejubilables, de 55 a 65 años de edad. Se utilizaron métodos teóricos, empíricos y estadísticos-matemáticos. Se aplicaron técnicas psicológicas antes y después de la musicoterapia en el grupo estudio y en el grupo control. Resultados: se constataron resultados relevantes en el grupo estudio, y se registraron cambios muy significativos: más estados emocionales ansiosos bajo y depresivo leve, autoestima alta, y notable mejoría en la vulnerabilidad al estrés. En el grupo control no se reflejaron cambios favorables. Conclusiones: la musicoterapia resultó efectiva por el logro de cambios positivos en el estado emocional en personas prejubilables del grupo estudio. La identificación prometedora de potencialidades en el lenguaje musical, con la utilización mínima de la palabra en la atención integral a personas en etapa de prejubilación, constituyó una novedad.

Abstract The statement of reasonableness has traditionally been incorporated into the principles of Labor Law. Even though it is not expressly mentioned, in the Chilean Labor Code there are different norms in which reasonableness is used as a criterion of justification, acceptability or application of procedural rules. Courts have also invoked the maxims that underlie this principle, limiting the faculties of the employer, sanctioning discriminatory behaviors, fixing the scope or credibility of the contractual conditions, or evaluating the justification for the termination of the contract, among other options.

Resumen El enunciado de la razonabilidad ha sido tradicionalmente incorporado dentro de los principios propios del ordenamiento laboral. Aun cuando no se le menciona expresamente, en el Código del Trabajo chileno existen distintas manifestaciones en que la razonabilidad se utiliza como criterio de justificación, de aceptabilidad o de cumplimiento de reglas procedimentales. La jurisprudencia, por su parte, también ha invocado las máximas que subyacen en este principio a objeto de limitar las facultades del empleador, sancionar conductas discriminatorias, fijar el alcance o verosimilitud de las condiciones contractuales, o evaluar la justificación de la extinción del contrato, entre otras alternativas.

ABSTRACT At this time humanity is going through a worldwide infectious pandemic that can be transmitted by an infected person to others through coughing, sneezing, or exhaling. This virus is caused by severe acute respiratory syndrome (SARC-Cov2), called Corona Virus Disease 2019. The symptoms are fever, dry cough, tiredness, shortness of breath or feeling of shortness of breath, chest pain or pressure, incapacity talking or moving among others. Negatively damaging life, it also affects the economic, labor, and social part. The Ministry of Labor (MRL) registers 66,400 disassociated from what is going through the pandemic, in these moments of crisis for humanity. The face-to-face workday is suspended nationally and internationally in order to protect health, prevent overcrowding and the spread of the outbreak.

RESUMEN En este tiempo la humanidad atraviesa una mundial pandemia infecciosa que puede transmitir una persona infectada a otras por medio de la tos, estornudo o al espirar. Este virus es originado por el síndrome respiratorio agudo grave (SARC-Cov2), denominado Corona Virus Disease 2019. Los síntomas son: fiebre, tos seca, cansancio, dificultad al respirar o sensación de falta de aire, dolor o presión del pecho, incapacidad de hablar o moverse entre otros. Perjudicando negativamente a la vida, sino que también afecta a la parte económica, laboral y social. El Ministerio de Trabajo (MRL), registra 66.400 desvinculados de lo que va por la pandemia, en estos momentos de crisis para la humanidad. La jornada laboral presencial se suspende a nivel nacional e internacional con el fin de proteger la salud, prevenir el hacinamiento y la propagación del brote.

An employer may require a newly hired employee to serve a reasonable period of probation to establish whether or not his or her performance is of an acceptable standard before permanently engaging the employee. Even so, the current provisions relating to termination of probationary employees under the Employment Act, 2007 (EA) remains a source of concern. Currently, an employer may terminate the employment of a probationary employee at will and without affording such employee an opportunity to be heard. The status quo has received firm approval by the Employment and Labour Relations Court accentuating that employers are immune from claims of unfair termination of a probationary employee. This article argues that for termination to be considered procedurally fair whether during a probation period or not, it should be preceded by an opportunity for an employee to state a case in response to the charges levelled against him or her. This article highlights that all laws in Kenya, including the EA are subject to the Constitution, particularly article 41(1) of the Constitution which guarantees "every person" the right to fair labour practice. Equally, article 27 of the Constitution states that everyone is equal before the law and has a right to equal protection and benefit of the law. Allowing employers' the freedom to terminate employment without following due process certainly open up the floodgates for abuse of the primary purpose of probation. The mere fact that a contract of employment is labelled as "probationary contract" should not be used as a licence by employers to erode the constitutionally entrenched labour rights. The primary purpose of any good law is to advance the achievement of equity and fairness at the workplace. This can only be achieved by protecting vulnerable and marginalised employees such as probationary employees who participate in unpredictable forms of employment. This article maintains that prominence should be on the existence of an employment relationship and fair labour practice as opposed to the existence of a conditional contract of employment. The existence of an employment relationship should serve as the main "port of entry" through which all employees access the rights and protection guaranteed by labour legislation.

Abstract: Starting from the current criticisms that arise to the validity for the cause of company needs, this work proposes to analyze how this cause operates within the termination of employment contract system, in order to verify the reproachable perspectives: high requirements for its configuration and its transformation as a cause of corporate eviction. To achieve these objectives, this work will analyze the functioning of the termination of employment contract system and the legal regime for this cause.

Resumen: A partir de las actuales críticas que se plantean a la vigencia de la causa de necesidades de la empresa, este trabajo plantea analizar cómo opera esta causa al interior del sistema de terminación del contrato de trabajo, a fin verificar las perspectivas de reproche: la de las altas exigencias en su configuración y la de su transformación en causa de desahucio empresarial. Para alcanzar dichos objetivos, en este trabajo se analizará el funcionamiento del sistema de terminación del contrato de trabajo y el régimen jurídico de esta causa.

Abstract: This article describes the profound transformations of employment in the Mexican mining sector after the adoption and implementation of several neoliberal legal reforms at the end of the 20th century, ranging from the privatization of state-owned mining companies and mineral reserves to the new Mining Act of 1992, and the important inflow of Canadian capital favored by these legal reforms as well as by the signing of the North American Free Trade Agreement. This, along with the rising international prices of metals, particularly gold, led to a boom of Mexican mining, involving a boost of employment led by large metal mining companies. The analysis of these transformations, summarized below, is based on official statistics for a period of 25 years, from 1988 to 2013. These data are displayed in various tables, graphs and maps that support the assertions and conclusions reached, allowing a quick and easy reading and interpretation of the information presented. The growing dominance of large metal mining companies led to a critical spatial redistribution of the mining employment in the country, which experienced a boom since the mid-2000, led by gold, copper, and silver mining. The expansion of large metal mining companies in areas of Sonora, Zacatecas, and Durango was paralleled by a crisis of small and medium-sized mining, resulting in the extinction of the mining activity in various municipalities across the country. This crisis affected large non-metal mining in specific sectors and areas (the coal crisis in north Coahuila and the extinction of the sulfur mining in southeast Veracruz), but also small and medium-sized metal mining given the high investments required by the new production model: open-pit mining. Thus, while metal mining comprises increasingly larger companies in terms of their number of workers, small and medium-scale mining was virtually confined to non-metal mining, which underwent an atomization process, i.e., an increasing number of smaller companies. This non-metal small and medium-scale mining is nowadays dominated by the mining of construction materials, a modality that gained jobs driven by the construction industry. Workers of large metal mining companies grew not only in number but also were benefited from a rise in salaries and payroll in real terms. It is worth to point out that Mexican miners enjoy high salaries compared to other Mexican workers, but low when compared with miners in other countries. This evolution, no doubt a positive one, was nonetheless tempered by two phenomena, the rise of subcontracting and of temporary jobs, phenomena promoted from large mining companies to achieve greater flexibility in the hiring and termination of the labor required. This flexibilization in the number of workers was supplemented with the flexibilization of the cost of labor, given the increasing importance of profits sharing in the overall payroll of workers, especially in the large metal mining sector; this way, the cost of labor was linked to company profits. However, payroll and salaries show huge contrasts within the mining industry: salaries are much higher for white-collar versus blue-collar workers; for permanent versus temporary workers; in large versus small and medium-sized mining companies; in metal versus non-metal mining. Thus, while a white-collar worker of a large mining company earns a monthly salary slightly above $18.5 thousand pesos, a blue-collar worker of a small and medium-sized mining company earns a salary of only $4.1 thousand pesos per month, having even seen his purchasing power reduced over the past years. In short, large metal mining companies, particularly those linked to precious metals and copper, were the main beneficiaries of the liberal reforms implemented in the country, also driven by the boom in metals prices in international markets. They were responsible for significant changes in mining in Mexico, both positive (increase in employment and salaries) and negative (increase in subcontracting, temporary jobs, and flexibilization of the cost of labor), so that their workers have partially benefited from this boom. However, their response in times of declining prices and the consequences for workers remain to be seen, with large mining companies having adopted key instruments (flexibilization of labor) to manage with the cycles of sudden and sharp expansion and contraction typical of this activity.

Resumen: La investigación aborda las principales transformaciones experimentadas por el empleo en la minería mexicana a lo largo de las últimas décadas en el contexto de las reformas neoliberales. Se evidencia el auge que la minería mexicana ha experimentado de la mano de la gran empresa minera metálica y sus repercusiones tanto en la reconfiguración espacial del empleo minero y su actual distribución como en la dinámica salarial, en la que se profundizan las importantes diferencias entre la gran minería metálica y la pequeña y mediana minería. Estas profundas disparidades se reflejan también en el incremento de la subcontratación y de la eventualidad laboral en la gran minería metálica como mecanismos de captación de trabajadores, y también en la mayor dependencia de las remuneraciones respecto del reparto de utilidades, todo lo cual refleja el éxito alcanzado por la gran minería en el desarrollo de sus estrategias de flexibilización del trabajo.

A fixed-term employment contract is an example of atypical or non-standard employment. Fixed-term appointments can have many benefits when utilised for proper and lawful reasons. These contracts are frequently abused, however, by unscrupulous employers and are generally regarded as providing less security to employees than permanent employment. The article considers the general use of fixed-term contracts and addresses selected issues pertaining to the 2014 amendments to the Labour Relations Act 66 of 1995 in as far as these contracts are concerned. The article also considers the potential effect these amendments might have on common historic problems associated with fixed-term contracts and highlights certain unresolved problem areas and uncertainties.

Abstract: Law Nº 20.670 incorporated a definition of mobbing into the legal system, qualifying such phenomenon as one against the workers dignity and establishing it as cause for termination of employment contracts, but it did not contemplated or even referred to the legal means of protection that might be effective to safeguard mobbing victims, allowing them to be compensated for the harm that was caused, once the phenomenom has occurred. The present article seeks to determine if the already existing mechanisms in the Chilean labor system are effective or not.

Resumen: La Ley Nº 20.670 incorporó al sistema jurídico una definición de acoso laboral, calificando al fenómeno como contrario a la dignidad del trabajador y tipificándolo como causal de terminación de contrato de trabajo, pero no contempló ni aludió a las vías jurídicas de protección que puedan resultar eficaces para tutelar a las víctimas de acoso laboral, permitiéndoles obtener la reparación del daño causado, una vez que el fenómeno se ha configurado. El presente artículo pretende determinar si los mecanismos judiciales ya existentes en el sistema laboral chileno son o no eficaces para tal fin.

A fixed-term contract terminates automatically by expiry after a particular period, upon completion of a project, or the occurrence of an event. The use of conditional employment arrangements is accepted as a commercial reality. Awareness of the potential for the abuse of "automatic termination" clauses in employment contracts as a mechanism for termination is increasing. Recent case law on the issue indicates that public policy, which serves as the test for the validity and/or enforceability of "automatic termination" clauses, has changed. The impetus for the protection of "non-standard" or atypical employees is underscored by policy considerations that have been incorporated by the recent legislative amendments. These developments may very well place a heavier evidentiary burden than before on employers who opt to rely on "automatic termination" clauses to sustain an argument in favour of their validity and/or enforcement.

"Transformation" is not defined in parliamentary legislation or the Constitution. Nevertheless, the policy documents of the Government and the ANC bestow immense importance on the notion, which bears significant ideological, political, legal and constitutional implications. The dictionary meaning of transformation suggests change, conversion, modification, etc. The ANC (2012:3) has described its "principal task" as being "to mobilise all strata and classes, including the new social forces born out of our democracy, around the national programme of transformation to build a national democratic society". This choice of terminology is no coincidence, because it is based on the organisation's main strategy known as the "National Democratic Revolution" (NDR). Its essential goals are "the liberation of Africans in particular and Blacks in general from political and socioeconomic bondage" and "liberating the white community from the false ideology of racial superiority and the insecurity attached to oppressing others". The history and thrust of the NDR show that it is uncompromisingly founded upon the tenets of Marxism-Leninism. Although it is hardly politically correct to interrogate the continued communist rhetoric with which the ANC's policy documents are infused, one cannot assume that such rhetoric is merely hollow prolixity. Sentiments supportive of fundamental social and economic change can be found in both the 1993 and 1996 Constitutions. No doubt these noble goals, if realised, could embody cornerstones in the transformation of the complex and conflicted South African society towards a stable citizenry with common expectations for social justice. These are, however, not the goals expressed in the NDR. Legal academic discussion of transformation has not contributed much to the clarification of its meaning. A 1998 publication of Karl Klare, a prominent exponent of Critical Legal Studies, has strongly influenced academic and judicial thinking to understand transformation to be a project aimed at comprehensive social change to be brought about by employing the law to effect wholesale egalitarian social transformation beyond mere reform, stopping just short of revolution. From a brief survey of legislation relating to schools, the fisheries industry and labour relations, it is clear that the legal meaning of transformation remains vague and undefined, causing the courts to be similarly ambiguous when called upon to correlate government policies with constitutional injunctions. Using the same vague and elastic term in ideological statements and in the law, provides politicians with the opportunity to pursue revolutionary goals under a cloak of constitutional propriety. Although ideological transformation is useful to offer unspecified political promises of alleviation of past and present suffering, in reality it has thus far mostly promoted the interests of a relatively small black elite. Most of the electoral supporters of the ANC are poor and support the organisation "because of their material dependence on the ANC-controlled state" (Mbeki 2011:9). It is, however, becoming increasingly clear that the failure to build economic capacity among the growing number of poor South Africans through the predatory exhaustion of the means of a small component of society, renders ideological transformation self-destructive. Undefined transformation of the university sector is the aim of higher education legislation, which is to be specifically enhanced by the amendment bill of 2015, by empowering the Minister to unilaterally prescribe "transformation goals" to universities. Government's approach to higher education has been described as a process of implementing the NDR "to erode university autonomy in the name of 'transformation'" (Jeffery 2014:399). Espousing the termination of Afrikaans as academic language is seldom acknowledged officially, but it is obvious that the protection or promotion of the language is at the very least not considered to be desirable measured against the demands for transformation. Transformation is a rich and malleable concept useful for many purposes, both for selective advancement and retribution. The comprehensively beneficial potential of constitutionally sanctioned transformation has unfortunately been warped by the ANC's ideological conceptualisation of the notion and its subsequent implementation in the practice of the governments of the past two decades. Should the transformation of the university sector continue to be pursued according to this pattern, the future of higher education is bleak. Yet, it is not impossible that the political, economic and social configuration of power may change - if the remaining pockets of excellence in higher education could be saved from the ravages of the NDR, this might lead to a balanced process of transformation in the spirit of the Constitution.

"Transformasie" word nie in wetgewing of die Grondwet omskryf nie, maar die beleids-dokumente van die regering en die ANC beklemtoon dit sterk as doelwit. Die motivering vir transformasie word in die konteks van die "National Democratic Revolution" onverbloemd op grond van Marxisties-Leninistiese denke gemotiveer. Hoewel dit ongetwyfeld nie "polities korrek" is om die voortgesette benutting van die kommunistiese taal waarvan die ANC se beleidsdokumente deurdrenk is, te bevraagteken nie, kan ook nie eenvoudig aanvaar word dat dit maar net 'n leë woordespel is nie. In sowel die 1993- en 1996-weergawes van die Grondwet word edele oogmerke ter ondersteuning van fundamentele sosiale en ekonomiese verandering gestel, wat - indien dit verwerklik sou kon word - die komplekse en gekonflikteerde Suid-Afrikaanse samelewing kan omskep in n stabiele burgery met gemeenskaplike verwagtinge van sosiale geregtigheid en stabiliteit. Die huidige regswetenskaplike behandeling van die transformasiebegrip dra nie veel by tot die verheldering van die betekenis daarvan nie. Die wetgewing en beleidsdokumente waarin daar sprake is van transformasie, voorsien ook nie definisies nie en die howe se vertolking daarvan is nie eenduidig nie. Daardeur is die begrip blootgestel aan misbruik vir ideologiese doeleindes, wat die belofte van mislukking inhou wanneer die oorblywende hulpbronne uitgeput is. Onomskrewe transformasie word ook vir die universiteitswese voorgeskryf, en die jongste wysiging van die betrokke wetgewing beoog om aan die Minister die gesag te gee om eensydig "transformasiedoelwitte" aan universiteite voor te skryf en af te dwing. 'n Verandering van die heersende magspatrone wat bevryding van die NDR kan meebring, kan die behoud en positiewe uitbou van die oorblywende eilande van uitnemendheid in die hoëronderwyssektor meebring.

In the context of disciplinary termination of the employment contract, the Chilean legislature has regulated a special kind of abandonment, which consists in the employee's unjustified or without notice absence to work, in case he or she is in charge of an activity, task or relevant machine within the company. If the absence seriously disturbs or affects the employer, then the Labor Code understands that the employer is entitled to terminate the contract. It is a figure of misconduct or temporary abandonment that requires serious damage effects, and provoked by an offender who has no replacement.

En el contexto de la extinción disciplinaria del contrato de trabajo, el legislador chileno ha regulado un tipo especial de abandono consistente en faltar sin aviso previo o injustificadamente a las labores, siempre que el trabajador tuviese a su cargo una actividad, faena o máquina relevante dentro de la empresa. Si ese abandono o inasistencia provoca una perturbación grave para el empleador, entonces el Código del Trabajo entiende que este se encuentra facultado para extinguir el contrato. Se trata de una figura de falta o abandono transitorio, que requiere de efectos perjudiciales graves, y que está construida para aquel infractor que no tiene reemplazante.