Zeitschriftenartikel: „Trade union practices“

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Hernaus, Tomislav, Dejana Pavlovic und Maja Klindzic. „Organizational career management practices“. Employee Relations 41, Nr. 1 (07.01.2019): 84–100. http://dx.doi.org/10.1108/er-02-2018-0035.

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Purpose Organizations profoundly create development paths of individual’s careers. Therefore, the purpose of this paper is to gain understanding about how organizational context (shaped by the complex relationship between trade union strength and HRM strength) influences the application of organizational career management (OCM) practices seen through the lens of the theory of cooperation and competition (Deutsch, 1949; Tjosvold, 1984). Design/methodology/approach Inferential statistical analyses (Kruskal–Wallis and Mann–Whitney tests) were applied to test the CRANET survey data collected from 92 large-sized private-sector organizations within an EU country characterized by a medium to high-trade union density. Findings Results offered consistent empirical evidence that a comprehensive set of OCM practices are applied differently across four distinctive modalities of the union-HRM relationship. Specifically, the “union-HRM synergy” relationship (high-HRM/high-unionization) has been recognized as the most promising for adopting such developmental practices, providing an evidence of complementarities between trade unions and HRM professionalism. Practical implications The research suggests that synergistic collaboration between trade unions and HRM might provide employees with even more career development opportunities than when organizations pursue the asynchronous single-sided “Total HRM strategy.” Originality/value This study rejuvenate a traditional career management research agenda by introducing a new theoretical lens for studying the interplay between trade unions and HRM and have put an emphasis on how their strength is related to the incidence of OCM practices.

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Abd Razak, Siti Suraya, und Nik Ahmad Kamal Nik Mahmod. „AN ANALYSIS OF THE GOOD FAITH BARGAINING PRACTICE IN THE TRADE UNION RECOGNITION PROCESS: REFORM OF THE MALAYSIAN TRADE UNION LEGAL FRAMEWORK“. IIUM Law Journal 27, Nr. 2 (18.12.2019): 501–24. http://dx.doi.org/10.31436/iiumlj.v27i2.455.

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The trade union recognition process is a pre-requisite to the collective bargaining action of a trade union. The recognition is important to ascertain the competency of a trade union and the acceptance by the workers to represent them in the collective bargaining action with the employer. However, the ambiguities in the existing legislations on the trade union recognition process in Malaysia and the anti-union practices of the employer are currently depriving the workers of their rights to negotiate for better working conditions. The primary focus of the present work is to identify the weaknesses of the recognition legal framework and the anti-union practices of employers in the recognition process of trade unions. Secondly, is to critically analyse the good faith bargaining practice in other countries and its significance to the recognition process in Malaysia. To explore the anti-union tactics perpetrated by employers, semi-structured interviews have been conducted to analyse the trade unions’ experience in their recognition claims. This research employed a qualitative approach as the instrument to study the good faith bargaining practices in the Australian and New Zealand labour law framework. The findings reveal that the good faith bargaining practices in Australia and New Zealand have improved the odds for trade unions to represent the workers in negotiating collective agreements. The study finally concludes that in order to reform the recognition process of trade unions in Malaysia, the good faith bargaining practice should be implemented in the nation’s industrial relations law framework.

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Thursfield, Denise, und Katy Grayley. „Exploring performance management in four UK trade unions“. Employee Relations 38, Nr. 5 (01.08.2016): 789–804. http://dx.doi.org/10.1108/er-08-2015-0167.

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Purpose – The purpose of this paper is to explore performance management in four UK trade unions. Specifically, the extent to which managers in the four unions accept or dismiss the unitarist, disciplinary and performative values that arguably characterise performance management practices. Design/methodology/approach – A qualitative research design was adopted to investigate trade union managers’ interpretations of performance management. Managers were targeted because they held the power to shape performance management practices in their specific areas. The research employed qualitative semi-structured interviews. Findings – Performance management in trade unions is linked to the structure, purpose and orientation of different types of trade union. It is also linked to the wider environmental context. The trade union managers’ interpretations of performance management are linked to disciplinary and performative values. As such they are comparable to the unitarist forms of performance management described in the literature. There are moreover, similarities and differences between the approaches to performance management between trade unions and for profit or public sector organisations. Originality/value – The paper adds to the emerging literature on internal trade union management by highlighting a particular aspect of human resource management.

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Stacenko, Sergejs, und Biruta Sloka. „Trade Union Practices in the EU and Latvia: Experience for Eastern Partnership Countries“. Baltic Journal of European Studies 4, Nr. 2 (01.10.2014): 99–118. http://dx.doi.org/10.2478/bjes-2014-0018.

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AbstractThe article will show major dimensions in the experience of EU Member States that could be shared with the Eastern Partnership (EaP) countries. The framework of the study is the EU concept of trade unions in social dialogue and social partnership in the public sector. This study outlines the concept of social dialogue as a core element of industrial relations and will focus on industrial relations specifically in the public sector. The authors have elaborated the approach to industrial relations and social dialogue taking into account comparative approach to definitions provided by international institutions such as ILO and OECD, as well as institutions in the EU and Latvia. Latvia is also a case study for Eastern Partnership countries as these countries and their trade unions are in a transition period from socialist structures to structures that possess liberal economies. Trade unions in these countries are members of the International Trade Union Confederation. The major transformation that trade unions underwent from being part of the socialist system and becoming an independent institution since Latvia regained independence in 1991 has been studied. The paper discusses the current developments related to the position of Latvian Free Trade Union Federation in the system of decision-making process related to the public administration management. Finally, the prospective role of trade unions in the EU and in Latvia is analysed and possible revitalisation of trade union is discussed. This approach could be applied to the Eastern Partners of the EU.

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Choi, Hae-Lin. „State of the Union“. PROKLA. Zeitschrift für kritische Sozialwissenschaft 38, Nr. 153 (01.12.2008): 595–612. http://dx.doi.org/10.32387/prokla.v38i153.454.

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For a long time trade unions in USA had an extreme weak position. With new practices of organizing especially SEIU (Services Employees International Union) had some success and was used as a model. But also inside SEIU new problems and conflicts grew. The future development of US trade uniqns is rather uncertain.

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Aðalsteinsson, Gylfi Dalmann, und Þórhallur Örn Guðlaugsson. „Stéttarfélagsaðild á Íslandi“. Veftímaritið Stjórnmál og stjórnsýsla 15, Nr. 1 (17.06.2019): 67–90. http://dx.doi.org/10.13177/irpa.a.2019.15.1.4.

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Few studies have been conducted on trade union density in Iceland, some has been written about trade unions in Iceland. There has been a lot of debate in Europe over the last 20 years of declining trade union density. There are various reasons for this decline, such as general economic prosperity since the end of the Second World War, EU directives and regulations on increased rights and protection of workers, more focus on work life balance, increased economic growth, higher employment rates, structural change in the labour market and new management practices that encourage employees to be outside of trade unions. Furthermore, as a possible explanation, internationalization and fierce competition of companies in global markets has also been pointed out, greater emphasis on flexibility in employment contracts, job outsourcing and the fact that it is more difficult to get well-educated professionals to be union members. The development of trade union density in Iceland has been different. For the last 20 years, trade union density in Iceland has been very high and remained fairly stable. This paper deals with trade union density in Iceland from 1994 to 2016. Few proposition, according to the authors’ assessment, are put forward that can shed light on high union density in Iceland. They are: 1) closed shop agreements, 2) check-off system, legal obligation for employers to deducts a portion of an employee’s wages to pay union dues, 3) large public sector, 4) strategic work of trade unions to make union membership attracting with various services and benefits for members, 5) trade unions has emphasized on reaching to young people in the labour market, 6) trade union membership granted union members access to pension fund, 7) the “Ghent system” which linked unemployment benefits to union membership.

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Ahmed, Farheen, Kirsten Forkert und David Featherstone. „Solidarity against the odds: trade union activism in a hostile environment“. Soundings 82, Nr. 82 (01.03.2023): 27–46. http://dx.doi.org/10.3898/soun.82.02.2022.

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A discussion on the challenges facing trade union activists in the light of the government's determination to create a hostile environment for trade unionists as well as people of colour - including the ways in which intersectionalities of race and class play out in the workplace and the labour movement. Topics discussed include: how and why people get involved in unions - and how to maintain their interest in the face of sometimes outdated practices; organising with the United Voices of the World (UVW) and larger trade unions; the relationship between students and university staff/academics in the University and College Lecturers (UCU) strike; migrant justice; cross-sector organising; activism versus bureaucracy; the effects of restrictive legislation on trade union activities, especially for workplaces where the union is not recognised or has limited resources; organising with the most precarious workers; the current increase in activism. There is also discussion of anti-migrant rhetoric within the Labour Party and trade union movement, but also recognition of the many examples of solidarity, including trade union solidarity with the Muhammad Idrish campaign.

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Cho, Sang Kyun. „Judgment the eligibility of the party in the application for remedy for unfair labor practices“. Institute for Legal Studies Chonnam National University 43, Nr. 1 (28.02.2023): 175–97. http://dx.doi.org/10.38133/cnulawreview.2023.43.1.175.

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In this case, the issue was whether the conciliatory remarks of the executive director, who has the position of representing the interests of the company, constituted an unfair labor practice against union members and labor unions, As a related issue or prerequisite, whether an employer who are not business owner is eligible as a respondent for an unfair labor practice remedy application, and a labor union who is not the direct counterpart of the unfair labor practice is eligible as an applicant for an unfair labor practice remedy application in case of infringement of rights. This is a case in which a judgment is made on the eligibility of the parties, etc. Regarding this issue, the target judgment is based on Article 81 of the Trade Union Act, criticizing the understanding that only the business owner has the qualifications of the respondent in relation to the remedy order when it is conventionally judged that unfair labor practices are established with respect to the eligibility of the respondent. It was judged that all the users specified were qualified as respondents. And if the rights of a specific trade union may be infringed due to unfair labor practices against a trade union that seeks to join or solidarity with a specific trade union regarding the eligibility of the applicant, the specific trade union directly commits the unfair labor practice Even if it is not the other party, it is judged that it has the qualifications to apply for remedy for unfair labor practice. In spite of some unsatisfactory aspects in the target judgment, it is possible to apply for relief against the manager, etc. It is significant in that it is a ruling that can make a big change in practice related to unfair labor practice relief applications, such as the specific labor union having the right to apply for relief.

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Reshef, Yonatan. „Changing Environments and Management IR Practices. Implications for US Trade Unions“. Articles 43, Nr. 1 (12.04.2005): 43–62. http://dx.doi.org/10.7202/050387ar.

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Since the first oil shock of 1973, in the U.S., significant changes have shaken long-standing industrial relations patterns in the union manufacturing sector. This paper concentrates on the challenges posed to manufacturing unions by changing environments and management industrial relations practices.

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NG, IGNACE, und DENNIS MAKI. „Trade Union Influence on Human Resource Management Practices“. Industrial Relations 33, Nr. 1 (Januar 1994): 121–35. http://dx.doi.org/10.1111/j.1468-232x.1994.tb00330.x.

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Buch, Anders. „Rationalities in Trade Union Practices: A Discourse Analytic Perspective on The Strategies of Three Danish Trade Unions for Professionals“. Nordic Journal of Working Life Studies 4, Nr. 4 (01.01.2015): 137. http://dx.doi.org/10.19154/njwls.v4i4.4711.

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The ambition of this paper is to analyze the discursive practices of three Danish trade unions for professional and managerial staff as found in their strategy and position papers. Using discourse analytic methods, the paper analyzes, discusses, and compares the strategy papers of the three unions in order to investigate how they problematize their roles and objectives. This investigation clarifies the discursive premises of the unions and it shows how these premises restrain and afford their agendas. The overall purpose of the paper is to investigate and describe the dominant logics and rationalities that shape the documents and to point to their limits and bounds. Through an archaeological investigation, the paper critically examines the implicit and tacit naturalizations made in the documents and reveals the ideological presuppositions of the discursive practices of the authors. The paper documents how “strategic management” has become an integral part of Danish trade unions practices and the paper sets out to discuss this trend in relation to the general neo-liberal decentering of the “social” and promotion of “community” as the locus of governance. Through examples from the practices of the Danish trade unions for professionals, the paper substantiates how new technologies of governance and the subjectification of union members as “customers” tend to transform the role of the trade unions from the position of “political actors” to “service providers” in the advanced liberal societies.

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Nwabuko, Nnadozie Chile. „Protection of trade union rights in Nigeria: Lessons from other jurisdictions“. International Journal of Multidisciplinary Research and Growth Evaluation 4, Nr. 6 (2023): 260–68. http://dx.doi.org/10.54660/.ijmrge.2023.4.6.260-268.

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The Constitution gives Nigerian workers the inalienable right to form or join a trade union for the protection of their employment interests at the workplace. International instruments recognize this right. The International Labour Organization (ILO) in its Freedom of Association and the Protection of the Right to Organize Convention No. 87 of 1948 recognized the right to organize and the right to strike as core trade union rights. In spite of these provisions, trade unions in Nigeria have continued to suffer mistreatment and violation of their rights by government and its agencies, which includes unfair labour practices. This paper examined the protection of trade union rights in Nigeria, specifically the right to organize and the right to strike. It also examined the factors militating against the protection of these rights. The paper drew lessons from other jurisdictions and found that the high threshold required for the formation of a trade union is contrary to ILO standards and that there is no positive right to strike in Nigeria. It further found that the wide definition of essential service by the Nigerian law denies many workers the right to strike. The paper recommends, among others, legislative reforms by amending the Constitution and the Trade Union Act to provide for the right to strike and reduce the number of persons required to register a trade union from 50 to 10 respectively.

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Ngulumbu, Benjamin Musembi, und Fanice Waswa. „Abdul, G., A., & Sehar, S. (2015). Conflict management and organizational performance: A case study of Askari Bank Ltd. Research Journal of Finance and Accounting. 6(11), 201. Adhiambo, R., & Simatwa, M. (2011). Assessment of conflict management and resolution in public secondary schools in Kenya: A case study of Nyakach District. International Research Journal 2(4), 1074-1088. Adomi, E., & Anie, S. (2015). Conflict management in Nigerian University Libraries. Journal of Library Management, 27(8), 520-530. https://doi.org/10.1108/01435120610686098 Amadi, E., C., & Urho, P. (2016). Strike actions and its effect on educational management in universities in River State. Kuwait Chapter of Arabian Journal of Business and Management Review, 5(6), 41-46. https://doi.org/10.12816/0019033 Amah, E., & Ahiauzu, A. (2013). Employee involvement and organizational effectiveness. Journal of Management Development, 32(7), 661-674. https://doi.org/10.1108/JMD-09-2010-0064 Amegee, P. K. (2010). The causes and impact of labour unrest on some selected organizations in Accra. University of Ghana Awan, A., G., & Anjum K. (2015). Cost of High Employees turnover Rate in Oil industry of Pakistan, Information and Knowledge Management, 5 (2), 92- 102. Bernards, N. (2017). The International Labour Organization and African trade unions: tripartite fantasies and enduring struggles. Review of African Political Economy, 44(153), 399-414. https://doi.org/10.1080/03056244.2017.1318359 Blomgren Amsler, L., Avtgis, A. B., & Jackman, M. S. (2017). Dispute System Design and Bias in Dispute Resolution. SMUL Rev., 70, 913. Boheim, R., & Booth, A. (2004). Trade union presence and employer provided training in Great Britain industrial relations 43: pp 520-545. https://doi.org/10.1111/j.0019-8676.2004.00348.x Bryson, A., & Freeman, R. B. (2013). Employee perceptions of working conditions and the desire for worker representation in Britain and the US. Journal of Labor Res 34(1), 1–29. https://doi.org/10.1007/s12122-012-9152-y Buccella, D., & Fanti, L. (2020). Do labour union recognition and bargaining deter entry in a network industry? A sequential game model. Utilities Policy, 64, 101025. https://doi.org/10.1016/j.jup.2020.101025 Constitution, K. (2010). Government printer. Kenya: Nairobi. Cortés, P. (Ed.). (2016). The new regulatory framework for consumer dispute resolution. Oxford University Press. https://doi.org/10.1093/acprof:oso/9780198766353.001.0001 Creighton, B., Denvir, C., & McCrystal, S. (2017). Defining industrial action. Federal Law Review, 45(3), 383-414. Daud, Z., & Bakar, M. S. (2017). Improving employees' welfare. European Journal of Industrial Relations, 25(2), 147-162. Deery, S., J., Iverson, R., D., & Walsh, J. (2010). Coping strategies in call centers: Work Intensity and the Role of Co-workers and Supervisors. International Journal of employment relations, 48(1), 189-200. https://doi.org/10.1111/j.1467-8543.2009.00755.x Durrani, S. (2018). Trade Unions in Kenya's War of Independence (No. 2). Vita Books. https://doi.org/10.2307/j.ctvh8r4j2 Dwomoh, G., Owusu, E., E., & Addo, M. (2013). Impact of occupational health and safety policies on employees’ performance in the Ghana’s timber industry: Evidence from Lumber and Logs Limited. International Journal of Education and Research, 1 (12), 1-14. Edinyang, S., & Ubi, I. E. (2013). Studies secondary school students in Uyo Local government area of AkwaIbom State, Nigeria. Global Journal of Human Resource Management, 1(2), 1-8. Ewing, K., & Hendy, J. (2017). New perspectives on collective labour law: Trade union recognition and collective bargaining. Industrial Law Journal, 46(1), 23-51. https://doi.org/10.1093/indlaw/dwx001 Fitzgerald, I., Beadle, R., & Rowan, K. (2020). Trade Unions and the 2016 UK European Union Referendum. Economic and Industrial Democracy. https://doi.org/10.1177/0143831X19899483 Gall, G., & Fiorito, J. (2016). Union effectiveness: In search of the Holy Grail. Economic and Industrial Democracy, 37(1) 189211. https://doi.org/10.1177/0143831X14537358 Gathoronjo, S. N. (2018). The Ministry of labour on the causes of labour disputes in the public sector. University of Nairobi. Iravo, M. A. (2011). Effect of conflict management in performance of public secondary schools in Machakos County, Kenya. Kenyatta University. Jepkorir, B. M. (2014). The effect of trade unions on organizational productivity in the cement manufacturing industry in Nairobi. University of Nairobi. Kaaria, J. K. (2019). Trade Liberalization and Export Survival In Kenya. University of Nairobi. Kaburu, Z. (2010). The relationship between terms and conditions of service and motivation of domestic workers in Nairobi. University of Nairobi. Kambilinya, I. (2014). Assessment of performance of trade unions. Master’s Thesis Submitted to University of Malawi. Kamrul, H., Ashraful, I., & Arifuzzaman, M. (2015). A Study on the major causes of labour unrest and its effect on the RMG sector of Bangladesh. International Journal of Scientific & Engineering Research, 6 (11). Kazimoto, P. (2013). Analysis of conflict management and leadership for organizational change. International Journal of Research in Social Sciences, 3(1), 16-25. Khanka, I. (2015). Industrial relations in Tanzania. University of Dar-es-salaam. Kisaka, C. L. (2010). Challenges facing trade unions in Kenya. Master’s Thesis Submitted to University of Nairobi. Kituku, M. N. (2015). Influence of conflict resolution strategies on project implementation. A Case of Titanium Base Limited Kwale County Kenya. University of Nairobi. Kmietowicz, Z. (2016). Ballot on industrial action by GPs averted as government accepts BMA’s demands. https://doi.org/10.1136/bmj.i4619 KNHCR (2020). Key Business and Human Rights Concerns in Kenya. Retrieved from http://nap.knchr.org/NAP-Scope/Key-Business-and-Human-Rights-Concerns-in-Kenya. Magone, J. (2018). Iberian trade unionism: Democratization under the impact of the European Union. Routledge. https://doi.org/10.4324/9781351325684 Menkel-Meadow, C. J., Porter-Love, L., Kupfer-Schneider, A., & Moffitt, M. (2018). Dispute resolution: Beyond the adversarial model. Aspen Publishers. Mlungisi, E. T. (2016). The liability of trade unions for conduct of their members during industrial action. MoLSP (2020). Ministry of Labor and Social Protection, Registrar of Trade Unions. Retrieved from https://labour.go.ke/department-of-trade-unions/ Msila, X. (2018). Trade union density and its implications for collective bargaining in South Africa. University of Pretoria. Mulima, K. J. (2017). Trade Union Practices on Improvement of Teachers Welfare. University of Nairobi). Năstase, A., & Muurmans, C. (2020). Regulating lobbying practices in the European Union: A voluntary club perspective. Regulation & Governance, 14(2), 238-255. https://doi.org/10.1111/rego.12200 Otenyo, E. E. (2017). Trade unions and the age of information and communication technologies in Kenya. Lexington Books. Powell, J. (2018). Towards a Marxist theory of financialised capitalism. https://doi.org/10.1093/oxfordhb/9780190695545.013.37 Razaka, S. S., & Mahmodb, N. A. K. N. (2017). Trade Union Recognition in Malaysia: Transforming State Government’s Ideology. Proceeding of ICARBSS 2017 Langkawi, Malaysia, 2017(29th), 175.“ Journal of Strategic Management 6, Nr. 1 (22.01.2022): 43–58. http://dx.doi.org/10.53819/81018102t2041.

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The Constitution of Kenya specifically recognizes the freedom of association to form and belong to trade unions. However, despite the adoption of the Labour Relations Act, union practice is still hampered by excessive restrictions. The EPZ companies are labor intensive requiring a large amount of labor to produce its goods or service and thus, the welfare of the employees play a key role in their functions. This study sought to determine the effect of trade union practices on employees’ welfare at export processing zones industries in Athi River, Kenya. The specific objectives sought to determine the effect of collective bargaining agreements, industrial action, dispute resolution and trade union representation on employees’ welfare at export processing zones industries in Athi River, Kenya. The study employed a descriptive research design. Primary data was collected by means of a structured questionnaire. The target population of the study was employees in EPZ companies in Athi River, Kenya with large employees enrolled in active trade unions. The unit of observation was the employees in the trade unions. The findings indicated that collective bargaining agreements had a positive and significant coefficient with employees’ welfare at the EPZ industries. Industrial action had a positive but non-significant effect with employees’ welfare at Export Processing Zones industries. Dispute resolution had a positive and significant coefficient with employees’ welfare at the EPZ industries. Trade union representation had a positive and significant coefficient with employees’ welfare at the EPZ industries. The study recommended that trade union should avoid the path of confrontation but continue dialogue through the collective bargaining process and demands should be realistic in nature with what is obtainable in the related industry. An existence of a formal two way communication between management and trade unions will ensure that right message is properly understood and on time too. Keywords: Collective Bargaining Agreements, Industrial Action, Dispute Resolution, Trade Union Representation, Employees Welfare & Export Processing Zones

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Basnyat, Sandeep, Brent Lovelock und Neil Carr. „Political instability and trade union practices in Nepalese hotels“. Journal of Policy Research in Tourism, Leisure and Events 9, Nr. 1 (11.12.2016): 40–55. http://dx.doi.org/10.1080/19407963.2016.1264959.

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Zhelyazkova, Antonina, und Violeta Angelova. „Racism in post-communist Bulgaria and trade union responses“. Transfer: European Review of Labour and Research 13, Nr. 3 (August 2007): 447–62. http://dx.doi.org/10.1177/102425890701300309.

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This article describes Bulgaria's difficult transition to a market economy and the significantly high unemployment rates among its substantial Turkish and Roma minorities, as well as Bulgarian Muslims. It discusses the history and debates on using the terms ‘racism’, ‘xenophobia’ and ethnic ‘discrimination’ in Bulgaria. It also traces the reasons for the appearance of an ultra-right nationalist party. It then focuses on the role of the trade unions, their activities and their influence on the minorities. The general non-discriminatory policy of the trade unions is outlined as well as some examples of good union practices.

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Romens, Anne-Iris, Valeria Piro und Francesco E. Iannuzzi. „The variable geometry of bargaining: implementing unions' strategies on remote work in Italy“. STUDI ORGANIZZATIVI, Nr. 1 (Juni 2022): 129–53. http://dx.doi.org/10.3280/so2022-001006.

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The spreading of remote work in Italy following the Coronavirus pandemic has brought numerous challenges that have prompted trade unions to include this form of work as a matter of collective bargaining. The article aims to study unions' everyday bargaining practices, by investigating how the main union guide-lines on remote work have been implemented during the pandemic. Based on empirical data collected in Veneto and starting from the perspective of union officials and representatives, the article sheds light on unions' bargaining practices concerning access to remote work, remote workers' income, working time, and workloads. The analysis permits us to stress that union practitioners adapt the strategies of their union organisations to the specific sectors and workplaces in which they are embedded, according to the specific needs of the workforce they represent and to how they perceive their own bargaining power. We argue that the different variables - geographical level, sector, previous bargaining experience, unionists' ideological position, perception of their own bargaining power - intersect with each other, producing a variable geometry of bargaining practices with regard to remote work.

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Siwek-Poudesseau, Jeanne. „Introduction -Les syndicats de fonctionnaires“. Revue française d'administration publique 80, Nr. 1 (1996): 609–20. http://dx.doi.org/10.3406/rfap.1996.3538.

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Civil Servants' Trade Unions Jeanne Siwek-Pouydesseau Civil servants' trade unions are even more divided than unions in the private sector and the almost equal balance of power between reformists and protesters is a particular factor contributing to his situation. The exercise of trade union rights and the social relations within the administration have always been ambiguous, fluctuating between ritual institutionalisation and more open negociation practices. Given these conditions, is a real dialogue about reform really possible ? Evidence suggests that social diplomacy cannot be established without a minimum level of confidence, the introduction of which is beyond the scope of legal regulation.

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Barton, Ruth, und Peter Fairbrother. „The Local is Now Global“. Articles 64, Nr. 4 (14.01.2010): 685–703. http://dx.doi.org/10.7202/038879ar.

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Summary Trade unions face a range of challenges in a global world. As trade, production and consumption relations change, unions have begun to consider how they organize and operate. The argument is that for trade unions to effectively challenge key aspects of these global relations, they must take steps to rebuild the way they organize and operate at local levels. The conditions for this step are a reflective and experienced leadership, opportunities for leaders to meet each other, and for activists to develop practices of solidarity, information exchange and union cooperation with each other. To explore these themes we study a proto-typical case of inter-union coalition building. Over the last four years, three remote and local transport unions, in Victoria, Australia have developed the Victorian Group of the International Transport Federation. In doing this, these unions are building on existing forms of organization and in the process, they are reforging their relations with each other so as to have the potential to challenge international employers.

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Saunders, Jack. „Emotions, Social Practices and the Changing Composition of Class, Race and Gender in the National Health Service, 1970–79: ‘Lively Discussion Ensued’“. History Workshop Journal 88 (2019): 204–28. http://dx.doi.org/10.1093/hwj/dbz023.

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Abstract During the 1970s, Britain’s trade unions expanded into new areas of the economy, making considerable progress among the low-paid workers of the expanding welfare state. The Confederation of Health Service Employees (COHSE) and the National Union of Public Employees (NUPE) both made huge strides recruiting women and particularly women of colour in the National Health Service, as the laundry, cleaning, catering and portering services of Britain’s hospitals became union strongholds. This article questions why the increased weight of feminized service work is so marginal in our idea of 1970s workplace activism and why it features so rarely in histories of British trade unionism, despite being one of the movement’s most significant growth areas. Drawing on NUPE’s photographic archive, I argue that by looking at the changing character of worker-activist visual culture in this period we can reinsert women and women of colour back into those histories. This is followed by a close reading of trade-union branch minutes which explores how women re-ordered the gendered hierarchy of both their male-dominated union and their hospital between 1970 and 1979, exercising new-found agency within the highly paternalist setting of the NHS.

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M, Srimannarayana. „Trade Union Leaders at the Plant Level and Their Perspective on Trade Union Management and HR Practices: A Case Study“. Journal of Management Research 8, Nr. 1 (18.12.2015): 125. http://dx.doi.org/10.5296/jmr.v8i1.8683.

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<p>The present study aimed at identifying the profile of trade union leaders operating at a plant level in India and to find out their viewpoint on trade union management and HR practices of their plant. The data collected from 81 local trade union leaders using an interview schedule is the basis for the study. The study finds that that an average trade union leader is a middle aged, educated, urbanite employee of the plant with multilingual proficiency. He has joined in the union with a genuine interest of serving working class. However, increasing expectations of the members makes his job difficult. He firmly believes that mutual discussions, negotiations and legal methods are the best means of achieving union objectives. He is happy with the present HR practices existing in the Plant. Though there is a feeling that intensity of work and workload are increased, he believes that improved quality of working conditions, increased employee benefits and services, and learning opportunities make the employees happy. Finally, he is willing to sacrifice the sectional interests of the members for the long term benefit of the plant.</p>

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Kirton, Gill, und Ian Read. „Inequalities in Europe's SMEs: the challenges for a trade union agenda“. Transfer: European Review of Labour and Research 13, Nr. 1 (Februar 2007): 131–46. http://dx.doi.org/10.1177/102425890701300111.

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In the context of continuing gender and race/ethnic inequalities in labour markets throughout Europe, this article uses case study material gathered in eight countries to explore equality policies and practices in SMEs. Overall the findings indicate a limited and contingent approach to equality issues on the part of SME owners and managers and an ineffective trade union challenge to the status quo. The article offers some thoughts on possible ways forward, concluding that unions have a long way to go before their rhetorical commitment to representing SME workers effectively and to pursuing an equality agenda is translated into action and practices at workplace level.

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McKay, Sonia. „Does One Size Fit All? Trade Unions, Discrimination and Legal Regulation in the European Union“. International Journal of Comparative Labour Law and Industrial Relations 27, Issue 2 (01.06.2011): 165–87. http://dx.doi.org/10.54648/ijcl2011012.

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It is argued that accessing decent work and employment is among the most effective ways of integrating people and encouraging social cohesion, and it was within this framework of understanding that, just over ten years ago, two Directives were passed: Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in accessing employment and while in work and Council Directive 2000/43/EC of 29 June 2000 implementing the principle of equal treatment between persons irrespective of racial or ethnic origin.1 The Equality Directives do more than simply locate equality issues within the workplace. They also place a particular responsibility on Member States to promote social dialogue between the social partners, employers, and trade unions to work towards the promotion of equality. This article considers the extent to which the directives have been successful in this regard through an examination of initiatives taken by Europe's trade unions to foster equal treatment. Based on a study of 130 such trade union initiatives in thirty-four European countries, selected on the basis of their significance or degree of innovation in relation to their specific country contexts, the article examines whether and in what way the principles enshrined in the directives have impact on the practices of Europe's trade unions while also considering whether their histories, geographies, policies, and practices together with their contexts of operation make the promotion of equality in all of the areas covered by the directives a challenge too far. This also at least raises the question as to whether a single framework for legal regulation can operate as an effective tool for the promotion of equality, in particular, given the responsibility of trade unions to their members, who, in periods of economic crisis, may focus on job protection measures to the exclusion of other policies.

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Waddington, Jeremy, und Colin Whitston. „The Politics of Restructuring : Trade Unions on the Defensive in Britain Since 1979“. Articles 49, Nr. 4 (12.04.2005): 794–820. http://dx.doi.org/10.7202/050976ar.

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This paper shows that restructuring and the associated political programme have thrown British unions onto the defensive. It rejects arguments that unions have been 'tamed' and that unions are in terminal crisis, but argues that union structures and practices intended for application in the 1960s and 1970s were found to be inappropriate for the circumstances of the 1990s. Since 1979 a range of policy initiatives have been launched to address existing weaknesses. A review of these identifies several shortcomings and suggests that attempts to establish a 'new' agenda have only just begun.

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Fairbrother, Peter, und Victor Oyaro Gekara. „Multi-Scalar Trade Unionism: Lessons from Maritime Unions“. Articles 71, Nr. 4 (03.01.2017): 589–610. http://dx.doi.org/10.7202/1038524ar.

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Union approaches in relation to the global recalibration of work and employment relations and practices over the last three decades are being worked out in practice. The question for unions is by which means they either have leverage or the potential to exercise power in relation to state and corporate decisions and strategies. Unions thus face challenging questions about the ways they organize, exercise their capacities and attempt to meet their purposes. With reference to the Australian maritime sector, the study examines the ways the main union, the Maritime Union of Australia, developed multi-scalar approaches to localized events. The problem unions face is to defend and advance workers’ interests. The task is to organize, to realize their capacities to defend and advance maritime workers’ interests, increasingly in multi-scalar ways. The argument is that leaderships and activity that ‘bridge’ scalar relationships are an important condition in this process. There appears to be a complex set of cross-connections between the local, the national and the international. While transnational connectivity increasingly defines contemporary forms of trade unionism, these scalar relations are defined in relation to the workplace, the everyday world, and by the ways that transport is a defining characteristic of the global world. These relations constitute contemporary class struggle where work and employment relations are always in a process of change and development. Trade unionism, thus, remains a collective expression of power relations, in an increasingly internationalized world of work and employment. Thus, this research presents important lessons for multi-scalar organization and campaigning by unions to realize their capacities and purpose. Nonetheless, this study is only a beginning. While it indicates the processes of bridging, the next step is to investigate the variety of ways that bridging may take place and with what outcomes for the development of multi-scalar activity.

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Jaegal, Uk, und Kwan-tae Park. „The Study of the Administrative Work Operation System: Focused on Public Officers' Recognition of the Seoul and Gyeongbuk“. National Association of Korean Local Government Studies 24, Nr. 2 (31.08.2022): 1–26. http://dx.doi.org/10.38134/klgr.2022.24.2.001.

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Workers are free to organize or join labor unions and are assured labor's three primary rights. The guarantee of workers' right to organize under the Constitution and the labor union under the Labor Union Act should be finished the report of the establishment by organizing independently with workers becoming the main body and by having the qualification of not conforming to the active and passive requirements with the aim of improving and maintaining the working conditions and of enhancing other workers’ economic and social position. The administrative agency's recent notification of non-legal union to teachers' union caused a considerable social controversy in relation to the existence of labor unions. This outlawed trade union notification system is what raises a fundamental question about the legal status of a trade union and is what determines the existence of labor unions under the leadership of the administrative authorities, thereby bringing about various constitutional problems. This system has problems such as the regulatory autonomy, the over-packing of risks, the excessive intervention by the administrative agency, and the weakening of workers' right to a trial. When a labor organization of meeting the substantial requirements for a trade union does not receive a certificate of the establishment report, it is considered to be just unable to get a certain amount of protection such as the labor dispute mediation and the application for relief of unfair labor practices, but to be capable of being protected general rights, which are recognized by the subjects of enjoying the basic labor rights. Also, an individual worker who is a member of the organization may apply to the Labor Relations Commission for relief in own name or in the name of the organization concerned when dismissal or other disadvantageous treatment thereof corresponds to an unfair labor practice. When an employer inflicts a damage by infringing on the legitimate unity activities of the organization, the organization needs to be regarded as being capable of claiming the damages for illegal activities.

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Kim, Hyojin, Myongjun Kim und Eun-Sik Kim. „A Study on the Legal Status of the Self-Governing Rights of Outside-Law Labor Union“. National Association of Korean Local Government Studies 24, Nr. 2 (31.08.2022): 27–42. http://dx.doi.org/10.38134/klgr.2022.24.2.027.

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Workers are free to organize or join labor unions and are assured labor's three primary rights. The guarantee of workers' right to organize under the Constitution and the labor union under the Labor Union Act should be finished the report of the establishment by organizing independently with workers becoming the main body and by having the qualification of not conforming to the active and passive requirements with the aim of improving and maintaining the working conditions and of enhancing other workers’ economic and social position. The administrative agency's recent notification of non-legal union to teachers' union caused a considerable social controversy in relation to the existence of labor unions. This outlawed trade union notification system is what raises a fundamental question about the legal status of a trade union and is what determines the existence of labor unions under the leadership of the administrative authorities, thereby bringing about various constitutional problems. This system has problems such as the regulatory autonomy, the over-packing of risks, the excessive intervention by the administrative agency, and the weakening of workers' right to a trial. When a labor organization of meeting the substantial requirements for a trade union does not receive a certificate of the establishment report, it is considered to be just unable to get a certain amount of protection such as the labor dispute mediation and the application for relief of unfair labor practices, but to be capable of being protected general rights, which are recognized by the subjects of enjoying the basic labor rights. Also, an individual worker who is a member of the organization may apply to the Labor Relations Commission for relief in own name or in the name of the organization concerned when dismissal or other disadvantageous treatment thereof corresponds to an unfair labor practice. When an employer inflicts a damage by infringing on the legitimate unity activities of the organization, the organization needs to be regarded as being capable of claiming the damages for illegal activities.

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Simms, Melanie, Jane Holgate und Carl Roper. „The Trades Union Congress 150 years on“. Employee Relations: The International Journal 41, Nr. 2 (11.02.2019): 331–43. http://dx.doi.org/10.1108/er-09-2018-0242.

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Purpose The purpose of this paper is to reflect on how the UK’s Trade Union Congress, in the 150th year of its formation, has been responding to the significant changes in the labour market, working practices and union decline. The paper considers Trades Union Congress (TUC) initiatives to recruit and organise new groups of workers as it struggles to adapt to the new world of work many workers are experiencing. Although the paper reviews progress in this regard it also considers current and future challenges all of which are becoming increasingly urgent as the current cohort of union membership is aging and presents a demographic time bomb unless new strategies and tactics are adopted to bring in new groups of workers – particularly younger workers. Design/methodology/approach This is a review paper so it mainly draws on writings (both academic and practitioner) on trade union strategy and tactics in relations to organising approaches and in particularly the TUC’s initiatives from the period of “New Unionism” onwards. Findings The authors note that while unions have managed to retain a presence in workplaces and industries where they membership and recognition, there has, despite a “turn to organising” been less success than was perhaps hoped for when new organising initiatives were introduced in 1998. In order to expand the bases of organisation into new workplaces and in new constituencies there needs to be a move away from the “institutional sclerosis” that has prevented unions adapting to the changing nature of employment and the labour market restructuring. The paper concludes that in order to effect transformative change requires leaders to develop strategic capacity and innovation among staff and the wider union membership. This may require unions to rethink the way that they operate and be open to doing thing radically different. Originality/value The paper’s value is that it provides a comprehensive overview of the TUC’s role in attempting to inject an organising culture with the UK union movement by drawing out some of the key debates on this topic from both scholarly and practitioner writings over the last few decades.

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Colàs-Neila, Eusebi, und Josep Fargas. „Guaranteed Minimum Income: New Spaces for Trade Union Action“. Oñati Socio-legal Series 9, Nr. 1 (01.04.2019): 109–27. http://dx.doi.org/10.35295/osls.iisl/0000-0000-0000-1015.

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Trade unions have developed a very important role guaranteeing minimum incomes through collective bargaining. However, after the last Great Recession and austerity policies imposed by the Troika on many countries, among which Spain, the traditional mechanism of fixing minimum wages has become less effective on many occasions. Nonetheless, it has been argued that trade unions are following various new paths in order to guarantee minimum wages, both in Spain and in comparative labour law, and these share several common trends. This paper aims to analyse these paths and which convergences in trade union practices and strategies can be detected in this field. Los sindicatos han desarrollado un papel muy importante en garantizar ingresos mínimos a través de la negociación colectiva. No obstante, tras la gran recesión y las políticas de austeridad impuestas por la Troika a muchos países, entre ellos España, el mecanismo tradicional de fijación de salarios mínimos ha sido menos eficaz en muchas ocasiones. A pesar de ello, se sostiene que los sindicatos están siguiendo diversos nuevos caminos para garantizar ingresos mínimos, tanto en España como en el derecho del trabajo comparado, que comparten muchas tendencias comunes. Este artículo se centra en analizar esas vías y las convergencias en las prácticas y estrategias de los sindicatos en este terreno.

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Bryson, Alex, John Forth und Simon Kirby. „HIGH-INVOLVEMENT MANAGEMENT PRACTICES, TRADE UNION REPRESENTATION AND WORKPLACE PERFORMANCE IN BRITAIN“. Scottish Journal of Political Economy 52, Nr. 3 (Juli 2005): 451–91. http://dx.doi.org/10.1111/j.0036-9292.2005.00352.x.

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Lucio, Miguel Martinez, und Syd Weston. „THE POLITICS AND COMPLEXITY OF TRADE UNION RESPONSES TO NEW MANAGEMENT PRACTICES“. Human Resource Management Journal 2, Nr. 4 (Juni 1992): 77–91. http://dx.doi.org/10.1111/j.1748-8583.1992.tb00267.x.

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Stephenson, Carol, und Paul Stewart. „The Whispering Shadow: Collectivism and Individualism at Ikeda-Hoover and Nissan UK“. Sociological Research Online 6, Nr. 3 (November 2001): 72–82. http://dx.doi.org/10.5153/sro.607.

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Despite recent interest in the character of individual dissonance in the workplace less attention has been given to the nature of collectivism in the context of restricted trade union behaviour. While findings on conflicts associated with collective practices have been given reasonable space these have tended to focus on the association between collectivism qua trade unions and the presence or absence of conflict. Moreover, where the relationship between conflict and individualism provide the focus of study, this often serves to herald the demise of forms of collectivism or collectivism in general. The paper identifies three forms of collectivism in two Japanese manufacturing plants. These are; ‘trade union collectivism’; ‘work place collectivism’ and, the ‘social collectivism of everyday life’. By moving away from the conflict-consensus polarity, the intention is to shift the terms of debate over the nature of individualism and collectivism in the context of LLPs. The perceived conceptual and empirical gap is not to be closed by highlighting only incidents of dissonance, whether individually or collectively construed.

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Brochard, Delphine, und Marie-Thérèse Letablier. „Trade union involvement in work–family life balance: lessons from France“. Work, Employment and Society 31, Nr. 4 (01.02.2017): 657–74. http://dx.doi.org/10.1177/0950017016680316.

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This article explores the challenges faced by union involvement in work–family life balance. It draws on the French case, where the state’s explicit call for firms to address the work–family life balance issue, notably through mandatory collective bargaining, has provided opportunities for union mobilization. Findings from qualitative research conducted at branch and company levels show that this public strategy has failed to stimulate innovation in related union policy and practices, even within a relatively feminized and partnership-oriented confederation. The reasons for this failure are discussed using a theoretical framework combining opportunity structure, and voice and choice issues. The article concludes that union underinvestment in work–family life balance results from a lack of effectiveness of the opportunity structure, but also, more specifically, from voice and choice factors which lead union representatives to downplay the issues at stake in this new bargaining agenda.

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Cohen, Tamara. „Limiting Organisational Rights of Minority Unions: POPCRU v Ledwaba 2013 11 BLLR 1137 (LC)“. Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 17, Nr. 5 (10.04.2017): 2227. http://dx.doi.org/10.17159/1727-3781/2014/v17i5a2162.

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The Labour Relations Act 66 of 1995 unequivocally promotes the policy choice of majoritarianism, in furtherance of orderly collective bargaining and the democratisation of the workplace. The majoritarian model aims to minimise the proliferation of trade unions in a single workplace and to encourage the system of a representative trade union.Section 18(1) of the Labour Relations Act enables majority unions to enter into collective agreements setting thresholds of representivity for the granting of access, stop-order and trade-union leave rights to minority unions. In furtherance of the majoritarian framework, collective agreements concluded between majority unions and employers can be extended to non-parties to the agreement in terms of section 23(1)(d) of the Labour Relations Act provided specified requirements are satisfied. In Police & Prisons Civil Rights Union v Ledwaba 2013 11 BLLR 1137 (LC) (POPCRU) the Labour Court was required to consider if the collective agreements concluded between the employer and the majority union could be relied upon to prohibit the minority union from securing organisational rights. In so doing, the Labour Court had to reconcile the fundamental principle of freedom of association and the right to fair labour practices (to organise and engage in unfettered collective bargaining) within the context of the majoritarian framework. The Labour Court in POPCRU held that the collective agreement concluded with the majority union must have preference over the organisational rights of minority unions, in keeping with the principle of collective bargaining hierarchy and the legislative framework. This case note argues that, while the finding of the labour court in POPCRU is correct on the facts and is in keeping with the principle of majoritarianism, the legislative model may no longer be suitable within the context of the current socio-economic and political landscape. Strike violence, loss of confidence in existing bargaining structures, and the alienation of vulnerable employees from majority unions has resulted in minority unions taking up the cudgels of frustrated and disempowered employees, as witnessed in the Marikana experience. The note suggests that in the light of the changing dynamics of the collective bargaining environment, it may be time to revisit the majoritarian model.

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Wendelen, Elisabeth. „Training trade unionists in ergonomics: Interaction between public policies, trade union practices and the development of research“. Safety Science 23, Nr. 2-3 (Juli 1996): 107–17. http://dx.doi.org/10.1016/0925-7535(96)00043-4.

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Nacewska-Twardowska, Aleksandra. „Regionalism and multilateralism in trade policy of the European Union“. Equilibrium 4, Nr. 1 (30.06.2010): 153–62. http://dx.doi.org/10.12775/equil.2010.012.

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Foreign trade is one of the main expressions of international cooperation in the world, which indicates the specific location of trade policy in the policy of the countries or organizations. The history of trade shows the existence of two opposite trade coordinating practices: regional and multilateral. In the post-war history, there can be seen the coexistence of both trends. An excellent example of this is the European Union, where both practice of coordination the trade policy unite. On the one hand, the Community is in itself an exception to the principle of trade liberalization on a multilateral basis, on the other hand for many years it has actively participated in the creation of a common commercial policy for all at the forum of GATT and the WTO. Common commercial policy of the Union is one of the pillars of its existence, affecting significantly the region's economic development. Therefore, in a time of crisis it is important to question how the common commercial policy is being shaped today and whether changes in the global economy affect the change in its formation? Last years point out the increasing trend of regionalism in Community. The difficulties increasing in the formation the trade policy in the WTO effects in many changes. Even enthusiastic proponents of the idea of multilateralism in trade seek for new solutions. In this situation the European Union looks of possibilities to form of the widest possible bilateral relations with other countries or organizations.

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Gołaś, Jakub. „Military Unionism from the Perspective of International Law: Between National Security and Freedom of Association“. International Journal of Comparative Labour Law and Industrial Relations 38, Issue 3 (01.09.2022): 299–330. http://dx.doi.org/10.54648/ijcl2022014.

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This article conducts a critical analysis of the issue of the access of military personnel to the legal guarantees of the freedom to associate in trade unions from the perspective of international legal standards. Despite the consistently freedom-oriented evolution of international standards which have become applicable to union freedoms in recent decades, many states still uphold sweeping statutory bans on the unionization of military personnel. The potential engagement of members of the armed forces in any union activity is a contentious issue suspended between the requirement to protect the very essence of the freedom of association (FoA), the practices and traditions established in many states, and the need to maintain the effective security of the state against external threats. The analysis considers the evolution of perspectives presented by competent international supervisory and interpretative bodies which have substantially revised their views in recent years on the extent of necessary legal guarantees and acceptable restrictions on freedom of association with respect to military personnel. The analysis leads to the conclusion that a complete and absolute statutory ban on the unionization of military personnel may be incompatible with current international standards. The absolute requirement to respect the fundamental essence of freedom of association as an unquestionable and universal standard of human rights means that national legislators should guarantee military personnel at least the minimum level of freedom to associate in trade unions. Military Unionism, Freedom of Association, National Security, International Law, Human Rights, Members Of Armed Forces, Trade Union Freedoms, International law

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Baikalov, Nikolai S. „At the BAM We Had Everything! Consumption Good Supplies for Workers of the All-Union Komsomol Сonstruction Project“. RUDN Journal of Russian History 21, Nr. 1 (15.12.2022): 83–94. http://dx.doi.org/10.22363/2312-8674-2022-21-1-83-94.

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The paper analyzes trade and supply services for the Baikal-Amur Mainline Railway (BAM) builders during the years 1974-1989. It describes the distribution system of goods, the forms of consumer behavior as well as consumption practices among participants of the project. The sources used for this study include office documents and statistics of the Soviet Ministry for Transport Construction, of building companies and municipalities, as well as of party and public organizations, next to oral testimonies given by former BAM construction workers that the author recorded during fieldwork. The author analyzes the establishment of trade enterprises and their technical equipment. Important is that the BAM trade network was created in a short time, and was meant to be temporary. During the whole period the system was plagued by a shortage of retail and warehouse facilities, and by insufficient support. At the same time, a special supply regime was in place to attract labor to BAM, and also to contribute to the subsistence of the population in the new development areas. While personal testimonies described trade services exclusively as privileged, the documentary evidence shows that the supply system faced difficulties similar to problems in ordinary Soviet trade. As a privilege regime came in combination with systemic malfunctions in the trade industry, specific practices were developed for the distribution and consumption of goods. Many of these practices were continued by local residents in the post-Soviet period.

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Kim, Dong-Bae, und Seongmin Ryu. „Profit Sharing and High Involvement Work Practices : Moderating Effect of the Trade Union“. Korean Academic Association of Business Administration 34, Nr. 10 (31.10.2021): 1895–914. http://dx.doi.org/10.18032/kaaba.2021.34.10.1895.

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Sterie, Cristina Maria, und Raluca Andreea Ion. „Approaches to implementing fair trade practices for smallholder farmers“. Proceedings of the International Conference on Business Excellence 16, Nr. 1 (01.08.2022): 446–55. http://dx.doi.org/10.2478/picbe-2022-0044.

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Abstract Fair Trade is a global network, a certification system whereby producers meet certain social, economic and environmental standards, with additional funding to improve these conditions and a minimum price set for their products. The literature shows the rapid spread of movements implemented by countries who want fair trade, fair prices and high quality products. The present research demonstrates the need for the implementation of the Fair Trade movement at the level of each country in the European Union and the benefits for the actors involved. At the global movement level, the total number of producer organisations in the FairTrade scheme in 2020 was 1880, of which 950 were registered in Latin America and the Caribbean. The paper is based on the quantitative and qualitative analysis of areas and productions for the 7 main agricultural products: tea, coffee, cocoa, sugar, bananas, cottonseed and plants and flowers, as well as the calculation of the main statistical indicators standard deviation, coefficient of variation and growth rate. At E.U. level there are 16 countries representing national Fair Trade organisations, of which Germany ranked second in terms of retail trade of FairTrade products in 2017. The recognition of certification in Europe is an important asset, as the high living standards in Western European countries mean that they are interested in buying products with this label.

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Aschieri, Gérard. „Du bon usage du paritarisme“. Revue française d'administration publique 80, Nr. 1 (1996): 637–43. http://dx.doi.org/10.3406/rfap.1996.3542.

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Making Good Uses of Equal Representation Gérard Aschiéri Bodies which comprise representatives from ail sides allow for the opinions of ail personnel to be expressed, whether it be about career matters (for example the CAP) or about the general organisation of public services and the texts which accompany their operation (for example the CTP and the Superior Council for the Civil Service). Their effectiveness depends upon both the practices adopted by trade unions and those adopted by the govemment. Taking the experiences of a trade union as its starting point, this article offers some reflections upon the conditions which governs efficiency and the problems which arise as a consequence : such as functioning, preliminary discussions and the recognition of the representative character of organisations.

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Hegde, Vineet, Jan Wouters und Akhil Raina. „Is the rules-based multilateral trade order in decline? Current practices, trends and their impact“. Cambridge International Law Journal 10, Nr. 1 (21.06.2021): 32–53. http://dx.doi.org/10.4337/cilj.2021.01.02.

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Since its establishment, the World Trade Organization has suffered numerous blows. Today, however, it is going through a perfect storm: from a paralysis in its lawmaking function to the demise of the Appellate Body. Powerful economies such as the United States, China and the European Union are moving away from multilateralism, in different ways, in order to shape novel approaches. Non-transparent practices like informal trade instruments, geoeconomics, and the domestication of international trade rules are appearing as new tools of global economic governance. How to make sense of these practices and approaches from a legal perspective? The common thread in all these factors is the relative decline of the rule of law. This article explores and critically assesses these developments and calls for urgent action in order to remedy and strengthen the multilateral rules-based trade order.

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Ibrahima, Diarassouba. „Violence Syndicale Estudiantine Dans Les Universités Publiques De Côte d’Ivoire : Perceptions Et Enjeux“. European Scientific Journal, ESJ 13, Nr. 7 (31.03.2017): 379. http://dx.doi.org/10.19044/esj.2017.v13n7p379.

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During the decades 1990-2010 that followed the introduction of the multiparty system in 1990, the educational environment in particular the academic institutions in Côte d’Ivoire were greatly affected by the recurrence of student union violence. With the "new departure" which marks a new dynamics of the universities by a break with the practices which have begun their normal functioning based on the effect of giving them their luster from before, we have noted the survival of this violence. The aim of this study is to discover, on the one hand, the perception that student unionists have about violence and, on the other hand, to analyze the stakes involved in the systematic use of violence by these unionized students during the two decades of 1990- 2010 to understand the survival of this phenomenon in the context of "new departure". To achieve this, we have chosen the six (06) unions that have marked the history of student violence the more during the period 1990-2010. With the aid of semi-directive interviews, we have collected the data which reveal the perception that violence for the trade unions is a legitimate and legal act according to their own statute and internal regulations. It shows that there is a congenital link between trade unionism and politics. Therefore, trade unionism cannot be exercised without politics. Under the stakes, it appears that violence is an indicator of trade union dynamism for political positioning; that it confers power by the domination of public spaces such as universities.

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Köhler, Holm-Detlev, und José Pablo Calleja Jiménez. „“They don´t represent us!” Opportunities for a Social Movement Unionism Strategy in Spain“. Articles 70, Nr. 2 (30.06.2015): 240–61. http://dx.doi.org/10.7202/1031485ar.

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Our goal is to analyze strategies of union revitalization that have been successful elsewhere and have the potential to become so in Spain. Within these practices, Social Movement Unionism focuses on alliances with other groups to improve unions’ social efficiency. In this article, we address the applicability of the principles of Social Movement Unionism in the specific case of Spain. Given the transformations in the Spanish economy and labour laws tending towards further deregulation, Spanish unions have had to react. The emergence of new social movements such as the Indignados or Mareas Ciudadanas (civic tides) and the declining confidence in unions among the Spanish population, make this approach timely and appropriate. For this article, we will take certain aspects from the trade union revitalization debate and combine them with the main theories on New Social Movements. We will apply these approaches to a specific case study: The viability of cooperation between the largest Spanish trade unions and the recent social movements arising from the Indignados movement. For this purpose, we will primarily use data from secondary sources and transcripts of interviews conducted with unionists and social movement activists. With all these elements taken into consideration, we will conclude by showing the inhibiting and facilitating conditions for the development of a Social Movement Unionism strategy for the referred actors.

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Rudenkova, D. „The European Union “Fish Wars”“. World Economy and International Relations, Nr. 6 (2015): 71–81. http://dx.doi.org/10.20542/0131-2227-2015-6-71-81.

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The European Union member states are dramatically vulnerable in fisheries management and related issues of market and trade policy. The Common Fisheries Policy (CFP) is designed to promote sustainable fishing following principles of both environmental safety and economic stability over the long-term perspective. The CFP was first introduced in 1970 and since that time went though several updates. The most recent reform took effect on January 1st, 2014. This article seeks to analyse new practices and principles of CFP in the framework of multilevel governance concept. The reform has changed the way in which the CFP is managed, giving EU members greater control at national and regional levels which does not affect established principles of supranational governance in fisheries policy. As a major fishing power and the largest single market for fisheries products in the world, the EU also plays an important role in promoting better governance through a number of international organisations. The examples of “herring wars” and “tuna wars” give understanding of CFP decision-making process on international level and dispute settlement procedure through WTO. While analyzing both cases one may conclude that the EU is likely to handle trade conflicts through negotiations and consultations rather than through litigation. However, due to emerging trade conflicts with the third parties and further dispute settlement in the WTO the Eropean Union has to temper its ambitions and adjust its approach and pathway of global governance. Before pretending to being a true international actor the EU would better reconcile all the contradictions between its member states in order to be able to manage emerging crises and fully implement its decisions. Acknowledgment. The article has been prepared in the framework of the grant of Russian Humanitarian Scientific Fund, no. 14-07-00046.

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Figenschou, Tine Ustad, Elisabeth Eide und Ruth Einervoll Nilsen. „Investigations of a journalistic blind spot“. Nordicom Review 42, s3 (01.04.2021): 71–87. http://dx.doi.org/10.2478/nor-2021-0027.

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Abstract Recent studies argue that the contemporary working class has largely disappeared from the news media. Another strand of literature demonstrates that the traditional labour beat has lost newsroom prestige due to changes in the established news media and crisis in the labour movement. Analysing how traditional working-class sectors are covered in mainstream newspapers and trade union magazines over time, we conduct a systematic, quantitative content analysis of 18 months of coverage from 1996–2017. We find a steady decline in media coverage throughout the period, indicating that the labour beat as an established specialisation is disappearing. Studying topical emphasis and source practices demonstrates marked differences between the newspapers and the trade union magazines: The mainstream newspapers are elite- and conflict-oriented (although not hostile in their coverage), while the trade union magazines largely reflect power structures and the interests of the labour movement. In the discussion, the main findings from the content analysis are explained by practitioners, to contextualise and provide insider perspectives on the findings.

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Akomaye Yanou, Michael. „Are the Rules for the Registration of Trade Unions in Cameroon Compatible with the ILO’s Concept of Freedom of Association?“ International Journal of Comparative Labour Law and Industrial Relations 25, Issue 4 (01.12.2009): 349–56. http://dx.doi.org/10.54648/ijcl2009023.

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This paper reviews the rules for the registration of trade unions in Cameroon in the context of obligations assumed when the country ratified International Labour Organization (ILO) Convention No. 87 in 1960. It is argued that although the country’s substantive legislation (Labour Code 1992) appears ambivalent on the point, in fact it ties the validity of a trade union in the country to formal registration and authorization by state officials. The paper criticizes both the substantive law and bureaucratic rules and practices for undermining the ILO rules of freedom of association and other obligations assumed under international law. It is contended that the conclusion is inevitable because the country’s 1996 Constitution (section 45) makes provision for ratified treaties to be superior to those of internal rules in the event of a conflict between the two.

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Vazquez-Bustelo, Daniel, und Lucía Avella. „The effectiveness of high-involvement work practices in manufacturing firms: Does context matter?“ Journal of Management & Organization 25, Nr. 02 (19.01.2017): 303–30. http://dx.doi.org/10.1017/jmo.2016.69.

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AbstractThis paper adopts an integrative and complementary approach to the universalistic and contingency frameworks for analyzing the effectiveness of high-involvement work practices (HIWPs) in Spanish manufacturers. It focuses on some practices that firms adopt at operational level (decentralization, teamwork, job enlargement, information and knowledge sharing and performance-based compensation) to enhance operational performance (cost, quality, flexibility and delivery) and financial performance (return on asset), dealing with the possible moderating effect of three contextual variables: firm age, firm size and trade union power. Using moderated hierarchical regressions and data from 265 Spanish manufacturers, our results show that three of the five HIWPs considered in our study have direct effects on business performance. We also find that three contextual variables have moderating effects on the relation between HIWPs and business performance. Our paper contributes to the debate over the respective merits of the universalistic and contingency frameworks; it offers a broader view about the type of contemporary human resources practices that are successful in the Spanish industrial sector, and in a European manufacturing context, and may guide managers when assigning their firms’ limited resources to the most relevant human resources practices in each particular setting, considering internal characteristics, such as firm age, firm size and trade union power.

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Adefolaju, Toyin. „Socio-Cultural Practices as Barriers to Women Participation in Trade Union Activities in Nigeria“. International Journal of Humanities and Social Science Research 2 (28.04.2016): 79–86. http://dx.doi.org/10.6000/2371-1655.2016.02.08.

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Haydu, Jeffrey. „Factory Politics in Britain and the United States: Engineers and Machinists, 1914–1919“. Comparative Studies in Society and History 27, Nr. 1 (Januar 1985): 57–85. http://dx.doi.org/10.1017/s0010417500013669.

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The priorities of British and American trade unions center predominantly on the economic rewards received by union members. Collective bargaining and strikes typically focus on how much employers must pay for labor (in wages, pensions, and other benefits) rather than on how the labor, once purchased, may be used. Basic decisions regarding the organization of production are not considered by most unionists as legitimate issues for negotiation. Disputes over working conditions do arise, of course, but rarely concern securing for labor the rights of management. They involve instead efforts to protect jobs and work practices from encroachment by employers or poaching by other unions. In short, labor's goals are largely economistic, defensive, and sectional.

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Pantaleo, Luca. „Investment Disputes under CETA: From Gold Standards to Best Practices?“ European Business Law Review 28, Issue 2 (01.04.2017): 163–84. http://dx.doi.org/10.54648/eulr2017012.

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This article examines the dispute settlement mechanism established under the Comprehensive Economic and Trade Agreement (CETA) between the European Union and Canada. The mechanism in question is compared to other existing arbitral tribunals, such as those established under national BITs of EU Member States, and those adopted by the United States and Canada in their respective model BIT. NAFTA is also used as a term of comparison. The paper argues that in light of the innovations introduced by CETA, the latter creates a very advanced and carefully drafted system.

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