Suchergebnisse

Most students of European integration expect that organized labour and business are not likely to develop collective bargaining at the EU level. By analysing the interactions between the European Trade Union Confederation (ETUC) and the Union of Industrial and Employers' Confederations of Europe (UNICE) since Maastricht, this article challenges this reigning pessimistic view about the prospects for building European collective bargaining. The article's analysis of the emerging collective bargaining practices and relations at the EU level supports Bercusson's prediction of the development of collective 'bargaining in the shadow of law' after Maastricht. It also shows that unlike the dominant view, the labour side is not necessarily underprivileged vis-a-vis the employer side at the EU level, as witnessed in the European Works Council (EWC) case. I also try to make some strategic suggestions for the further development of European collective bargaining, particularly with regard to pay in the context of European Monetary Union (EMU).

Most students of European integration expect that organized labour and business are not likely to develop collective bargaining at the EU level. By analysing the interactions between the European Trade Union Confederation (ETUC) and the Union of Industrial and Employers' Confederations of Europe (UNICE) since Maastricht, this article challenges this reigning pessimistic view about the prospects for building European collective bargaining. The article's analysis of the emerging collective bargaining practices and relations at the EU level supports Bercusson's prediction of the development of collective 'bargaining in the shadow of law' after Maastricht. It also shows that unlike the dominant view, the labour side is not necessarily underprivileged vis-a-vis the employer side at the EU level, as witnessed in the European Works Council (EWC) case. I also try to make some strategic suggestions for the further development of European collective bargaining, particularly with regard to pay in the context of European Monetary Union (EMU). (Economic and Industrial Democracy / FUB)

The past decade offers a paradoxical forecast for the future of public sector collective bargaining. While the number of public employees covered by union contracts has increased, bargaining outcomes indicate that unions are on the defensive. The long-term viability ofpublic sector collective bargaining will depend on unions'ability to persuade the public and elected officials that unions are tied to vital public policy issues that go beyond their members'more narrow economic concerns.

The labor movement in France since 1944 has had a hectic his tory. The unions, especially those united in the General Confederation of La bor (CGT), played a strong role in the resistance movement and gained great political influence. By 1946, labor had won a place on the boards of directors of all the nationalized services and industries and had gained influence in other industries. After 1946, Communist politics split the CGT and in the process a considerable number of workers simply left organized labor. The author dis cusses the resultant disorganization and strife, the attempts of the state to regu late collective bargaining, the introduction of a new collective bargaining law in 1950, the initiative of some managements, public and private, in introducing plant bargaining rather than industry-wide or area-wide bargaining, and the forces making for change in industrial relations and those holding back change.—Ed.

This booklet is aimed at students of commerce at first- and second-year University level who require some knowledge of the concepts, procedures and legal provisions relation to collective bargaining in South Africa

A.B. 3759 (1976) ; No. 582 ; Wadie P. Deddeh, chairman ; At head of title: This is a rough draft ; Transcript of proceedings, Los Angeles, September 30, 1976 ; Cover title ; Mode of access: Internet.

Chapter 1. Introduction: What is Concession Bargaining? -- Chapter 2. The World of Concession Bargaining -- Chapter 3. The First Wave: Concession Bargaining in the 1980s -- Chapter 4. The Second Wave: The Ultra-Concession Bargaining of the Past Decade -- Chapter 5. The Message Behind the New Ultra-Concession Bargaining

One of the main challenges in labour relations in Europe is the ongoing decentralisation of collective bargaining from national and sectoral levels to company levels. Decentralisation might be an answer to business needs in competitiveness and organisational flexibility. However, it risks erosion of collective bargaining structures, more inequality in employment conditions and fragmentation in trade unions' powers.

Based on recent qualitative research, this book shows high varieties across European countries and economic sectors in degrees, forms and impacts of decentralisation. The authors explore, in interdisciplinary and multi-level perspectives, continuity and change in regulating and practicing collective bargaining in France, Germany, Ireland, Italy, the Netherlands, Poland, Spain and Sweden. In cross-country comparisons, company case studies in manufacturing and retail show the divergent effects of national regimes and social partners' power resources on trade unions' strategies and influence in company bargaining.