Home About us Contact
|
Home About us Contact | ||
|
|
||
Union Recognition (union + recognition)
Selected AbstractsUnion recognition in Britain's offshore oil and gas industry: implications of the Employment Relations Act 1999INDUSTRIAL RELATIONS JOURNAL, Issue 4 2004Charles Woolfson ABSTRACT The Employment Relations Act 1999 (ERA) has provided trade unions in the UK with new opportunities for achieving recognition. After a long history of anti-unionism in the offshore oil and gas industry, employers have voluntarily ceded recognition to Trades Union Congress (TUC)-affiliated trade unions. The legitimacy of this recognition process has been contested by the non-TUC Offshore Industry Liaison Committee (OILC), an offshore workers' union, seeking to act as a recognised bargaining agent. The ERA may be promoting ,business friendly' agreements at the expense of claims to recognition of other bargaining agents and of democratic employee choice. [source] Union recognition in Ireland: one step forward or two steps back?INDUSTRIAL RELATIONS JOURNAL, Issue 3 2003Daryl D'Art In this paper a variety of union recognition procedures and their effect on union density levels in a number of countries are considered. The crucial importance of the national institutions that govern industrial relations are emphasised. While in Ireland, conditions such as social partnership and the buoyant economy of the 1990s would appear to favour union growth, the reverse has been the case. Recent legislation to establish more formal procedures for union recognition, we argue, is likely to be a dismal failure. Indeed, an unintended consequence of the Industrial Relations (Amendment) Act 2001 may be the exclusion of the union from the workplace and the legitimisation of a firm's non-union status. [source] British employer resistance to trade union recognitionHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 2 2004Gregor Gall Following the introduction of a statutory mechanism by which trade unions can gain recognition from employers, this article examines employers' attempts in Britain to resist campaigns for union recognition and to undermine newly granted recognition agreements. Using an array of primary and secondary sources, the extent and nature of these employer activities are documented. The article develops a revised schema, following Roy (1980), to help understand and interpret these anti-union activities. While of significance in deterring and undermining new recognition agreements, these activities are found to represent a minority current in the overall response of employers to campaigns for union recognition. [source] Trade Union Presence and Employer-Provided Training in Great BritainINDUSTRIAL RELATIONS, Issue 3 2004RENÉ BÖHEIM Using linked employer-employee data from the British 1998 Workplace Employee Relations Survey, we find a positive correlation between workplace union recognition and private-sector employer-provided training. We explore the avenues through which union recognition might affect training by interacting recognition with the closed shop, the level at which pay bargaining takes place, and multiunionism. For non-manual-labor men and women, only union recognition matters. The various types of collective-bargaining institutions have no separate effect. However, the male manual training probability is significantly increased by union presence only through multiple unionism with joint negotiation. In contrast, for women manual workers, union recognition at the workplace has no effect on the training probability. [source] Exploring the dynamics of industrial relations in US multinationals: evidence from the Republic of IrelandINDUSTRIAL RELATIONS JOURNAL, Issue 3 2005Patrick Gunnigle ABSTRACT While previous work has identified a shift in the host business system which facilitates multinational corporations in their quest to introduce non-union approaches, little or no qualitative data have been brought to bear on this issue. This article presents case-based evidence on the dynamics of this trend in Ireland, focusing specifically on management approaches to collective employee representation as well as providing an exposition of the patterns of trade union recognition and avoidance in evidence. [source] Trade union recognition in Britain, 1995,1902: turning a corner?INDUSTRIAL RELATIONS JOURNAL, Issue 3 2004Gregor Gall ABSTRACT This paper examines developments in union recognition in Britain between 1995,1902 and assesses the influence of the statutory provisions for gaining recognition contained in the Employment Relations Act 1999. The paper details the significant increase in new agreements, concluding that the new law is one important factor explaining this growth. Analysis is made of the nature and circumstances of the new agreements. Finally, the paper considers whether these developments indicate the turning of a corner for trends in recognition coverage. [source] Union recognition in Ireland: one step forward or two steps back?INDUSTRIAL RELATIONS JOURNAL, Issue 3 2003Daryl D'Art In this paper a variety of union recognition procedures and their effect on union density levels in a number of countries are considered. The crucial importance of the national institutions that govern industrial relations are emphasised. While in Ireland, conditions such as social partnership and the buoyant economy of the 1990s would appear to favour union growth, the reverse has been the case. Recent legislation to establish more formal procedures for union recognition, we argue, is likely to be a dismal failure. Indeed, an unintended consequence of the Industrial Relations (Amendment) Act 2001 may be the exclusion of the union from the workplace and the legitimisation of a firm's non-union status. [source] Third time lucky for statutory union recognition in the UK?INDUSTRIAL RELATIONS JOURNAL, Issue 3 2002Stephen Wood A third statutory trade union recognition procedure was introduced in the UK in 2000. This paper explores the scope for increased recognition, employers' willingness to concede recognition, unions' response to the procedure and, finally, the use of it so far. The paper concludes that, while the procedure may be sustainable in the long run, its direct impact on union membership and recognition may be minimal. The indirect effect, through voluntary recognition will be greater. But any reversal in union decline will ultimately be dependent upon successful union recruitment well beyond their conventional territories. [source] Accounting for the trend in trade union recognition in IrelandINDUSTRIAL RELATIONS JOURNAL, Issue 1 2001William K. Roche Considerable controversy surrounds the issue of union recognition in Irish industrial relations. Academic commentators have sought to identify and explain the trend in recognition since the 1980s. Their arguments are examined and tested. No secular rise in non-recognition is evident, and ,individualisation' and ,union substitution' are shown to add little to explaining the trend. No evidence is found that the trend reflects Irish employers pursuing union suppression and US-employers pursuing union substitution. The significant development is a sharp rise in non-recognition among new US employers. Their anti-union animus does not, however, appear to be coupled with any distinctive or generalised union avoidance strategy. [source] Industrial relations law, employment security and collective bargaining in India: myths, realities and hopesINDUSTRIAL RELATIONS JOURNAL, Issue 2 2000Anil K. Sen Gupta This article examines the debate on reforms in industrial relations law in India, needed to support its economic liberalisation programme. Analysing a distinctively Indian experience of state intervention in industrial relations, it concludes that the thrust of the reform should be towards entrusting union recognition and promotion of dispute settlement to an authority that is independent of the state executive. [source] International Promises and Domestic Pragmatism: To What Extent will the Employment Relations Act 1999 Implement International Labour Standards Relating to Freedom of AssociationTHE MODERN LAW REVIEW, Issue 3 2000Tonia Novitz This paper explores the rhetoric and reality surrounding implementation of international labour standards in the Employment Relations Act 1999. It focuses on UK commitments relating to freedom of association and considers whether the new legislation goes any significant way towards their fulfilment. The paper begins by outlining obligations which arise from a state's membership of the International Labour Organisation (ILO) and ratification of ILO Conventions. It then goes on to examine indications that, since the change of government in 1997, there has been a significant shift in UK policy relating to such international obligations. The remainder of the paper examines reforms made by the Employment Relations Act to trade union recognition, protection of strikers from dismissal and prevention of anti-union discrimination. It emerges that the Third Way proposed by the present Labour Government entails a complicated detour from the path of full compliance with ILO standards. [source] Have Unions Turned the Corner?BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 2 2006New Evidence on Recent Trends in Union Recognition in UK Firms This paper reports results from a recent survey conducted on unionization in over 650 firms in the private sector in the UK. The survey shows that since 1997 there has been a slight fall in derecognition, but a relatively large increase in union recognition. This increase in new recognition agreements is consistent with the idea that the incoming Labour government had a positive effect on the ability of unions to gain recognition, either through the 1999 legislation or more indirectly through changing the political climate. [source] | ||||||||||