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表 3.3. 加强正式就业和社会保护:政策建议
表 3.3. 加强正式就业和社会保护:政策建议
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经合组织(OECD):2026菲律宾经济调研报告(英文版)(137页).pdf
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图3.3中企出海财税管理能力框架
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行业数据
2026-06-11
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2025年长江流域主要江河水质状况 Ⅱ类 -1.7 2.4 -2.1 表2-22025年黄河流域主要江河水质状况 Ⅱ类 2.2 0 2.8 表2-32025年珠江流域主要江河水质状况 I类 -3.3 -8.1 -2.8 -1.2 -2.3
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行业数据
2026-06-09
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2025年全球能源投资3.3万亿总盘子中,基荷电
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行业数据
2026-05-13
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图3.3:2021一2025年产业债发行人加权平均发行利率情况
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行业数据
2026-04-27
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表A3.3.改善外国投资环境的措施
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行业数据
2026-04-27
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韩国方便面行业市场规模:15-25年CAGR=3.3%
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市场规模
2026-04-24
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图3.3 有组织DDoS攻击国家/地区
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行业数据
2026-04-22
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图3.3:2021年亚太经济合作组织成员经济体制造业就业份额
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竞争格局
2026-04-22
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Figure 3.3: Other technologies family businesses are actively using or piloting (Multiple options permitted)
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行业数据
2026-04-02
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图3.3:家族企业正在积极使用或试点的其他技术(允许多选)
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行业数据
2026-04-02
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图 B3.3 关于年轻人劳动参与率的反事实分析
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竞争格局
2026-04-01
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图3.3. 尽管癌症死亡率低于OECD平均水平,但男女之间的差距仍然很大
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竞争格局
2026-04-01
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表3.3 “高速低功耗片上光互连技术”工程研究前沿中核心论文的主要产出国家
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2026-03-31
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Table 3.3 | Leading manufacturers for selected ISIC divisions (World)
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图 3.3 | 2023年全球制造业增加值增长率
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2026-03-20
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框3.3.2015年意大利就业法中对就业保护立法的改革 意大利2015年的就业法改革了无固定期限合同的解雇框架,简化了程序并限制了雇主责任。它在无正当理由解雇的赔偿支付上设定了固定上限 对于因客观原因导致的无正当理由解雇,员工每服务一年可获得两个月的工资,最低为四个月,最高为 二十四个月。因主观原因导致的无正当理由解雇--不当行为或与纪律相关的--可能触发恢复职位, 雇主的补发工资上限为十二个月的工资,加上强制性缴费。这些变化有效限制了企业的财务风险,将无 期限的赔偿责任替换为可预测的、有限的补偿义务。 另一个关键措施是推动庭外和解(“激励调解”),通过向员工提供税收优惠的一次性付款,鼓励友好 地解决争端,一次性付款上限为十八个月的工资。通过重新设计激励措施以促进和解,该机制支持劳动 市场灵活性和争端效率,符合更广泛的积极劳动市场政策目标。雇主享受上限财务风险的好处,而员工 则保留失业救济的资格,获得不扣税或社保的净赔偿。通过这些措施,就业法促进了协商解决的文化, 减轻了行政负担,提高了雇主与工人关系的可预测性。这也简化了法律程序,减少了正式诉讼的案件数 这些改革共同限制了追溯支付责任,设定了赔偿上限,并激励协商解决方案,从而平衡了劳动市场的灵活性与员工保护。 DECDECONOMICSURVEYS:PHILIPPINES2026?OECD20
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经合组织(OECD):2026菲律宾经济调研报告(英文版)(137页).pdf
**Over-extraction of groundwater is causing land subsidence, notably in Greater Manila**
Figure 4.20. Methane emissions from agriculture are lower than in other countries
Figure 4.19. Transport CO2 emissions per capita have remained stable
Figure 4.18. Renewable energy targets could be more ambitious
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