Studies have often examined the effects of one dimension of work organization (WO) on the gender pay gap (GPG) by considering single contexts. However, research has rarely addressed how different factors of WO intersect to shape the GPG across contexts. This article fills this gap in the literature by comparing the chemical industry and financial services sectors in Spain. The article analyses how WO is formalized in collective bargaining and how regulations translate in practice at the company level. While different configurations of intertwining inequalities emerge in each context analysed, managerial discretion is a common key feature contributing to the GPG. Gaps in regulation allow unilateral recruitment, promotion and pay practices. Simultaneously, managerial practices distort or circumvent regulation by abusing or misusing certain concepts. The distance between regulation and practice is embedded in gendered organizational cultures and institutional inertia leading to gender inequalities in pay.

El objeto del presente articulo es analitzar la nueva Ley Orgánica 3/2018, de 5 de diciembre, de Protección de Datos Personales y Garantía de los Derechos Digitales, que regula específicamente el derecho a la protección de datos personales en el ámbito laboral e incorpora un nuevo derecho digital de contenido laboral como es el derecho a la desconexión. The aim of this article is to analyze the new Organic Law 3/2018, of December 5, on the Protection of Personal Data and the Guarantee of Digital Rights, which specifically regulates the right to the protection of personal data in the workplace and incorporates a new digital right of labor content such as the right to disconnection. Title: Digital rights in the workplace: urgent comment to Organic Law 3/2018, December 5, protection of personal data and guarantee of digital rights Palabras clave: protección de datos personales, derechos digitales, intimidad, videovigilancia, geolocalización, desconexión digital.

The long-term care system in Spain has been characterised by decentralisation, marketisation, fiscal austerity and its reliance on informal family care and cheap migrant labour. Focusing on home-help services, this article addresses the extent to which the sector’s multi-level system of collective bargaining can be characterised as fragmented and whether this has had a negative effect on employment conditions. The research involved an analysis of the legal and collective bargaining framework, expert interviews and employee focus groups. We argue that the precedence given to sectoral agreements within public procurement processes is one main factor preventing a move towards ‘disorganised decentralisation’ in the aftermath of the 2012 labour market reform. Moderate decentralisation has favoured heterogeneity in pay and working conditions at regional and provincial levels. However, these mid-level collective agreements have improved standards with respect to the national collective agreement, and there has been a minor increase in the number of company-level collective agreements since the reform. The limited professionalisation, the lack of recognition of skills and effort in occupational classifications, and the organisation of working time emerge as key contributors to the sector’s poor employment conditions.

El presente artículo pretende analizar el papel de la negociación colectiva sectorial en la brecha salarial de género (BSG). Centra su atención en tres sectores de actividad ilustrativos de distintas configuraciones de BSG (banca, química y dependencia), a fin de determi-nar cómo se abordan a nivel convencional los posibles factores que intervienen en cada caso en la fisonomía de la BSG, tratando de identificar los aciertos y las ca-rencias del marco convencional, así como diseñando posibles soluciones regulatorias. Se parte del marco legal y de la jurisprudencia de carácter más general, y se introducen los elementos concretos contemplados en los convenios colectivos estudiados. Como dimensiones clave, se abordan la selección y contratación de personal , la valoración de puestos de trabajo y la clasificación y promoción profesional, la retribución (estructura retributiva y sistema de retribución) y el tiempo de trabajo desde la perspectiva de la conciliación de la vida familiar y laboral. Unas breves reflexiones finales cie-rran este artículo.