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Relevant bibliographies by topics / Collective bargaining

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Academic literature on the topic 'Collective bargaining'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 March 2025

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Journal articles on the topic "Collective bargaining"

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Schwarz, Joshua L., Neil W. Chamberlain, and James W. Kuhn. "Collective Bargaining." Industrial and Labor Relations Review 40, no. 3 (April 1987): 444. http://dx.doi.org/10.2307/2523501.

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Dick, Jeffrey C., Carlos A. Guanche, John A. Steubs, Kristin J. Brazier, Sandra J. Hokanson, and Terri J. Wurscher. "Collective Bargaining." Journal of Bone and Joint Surgery-American Volume 82, no. 6 (June 2000): 902. http://dx.doi.org/10.2106/00004623-200006000-00028.

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McCollough, Newton C. "Collective Bargaining." Journal of Bone and Joint Surgery-American Volume 82, no. 6 (June 2000): 902. http://dx.doi.org/10.2106/00004623-200006000-00029.

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Gramm, Cynthia, and Charles Craypo. "Collective Bargaining." Industrial and Labor Relations Review 40, no. 2 (January 1987): 288. http://dx.doi.org/10.2307/2523295.

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SARGIS, NANCY M. "Collective Bargaining." Nursing Management (Springhouse) 16, no. 2 (February 1985): 30A. http://dx.doi.org/10.1097/00006247-198502000-00004.

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Shudra, Tamar. "Collective Bargaining." Journal of Contemporary Law 1, no. 1 (November 10, 2019): 139–61. http://dx.doi.org/10.31578/jcl.v1i1.39.

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The Association Agreement concluded in 2014 by and between the European Union and theEuropean Atomic Energy Community and their Member States, on the one part, and Georgia onthe other part, obliges Georgian Government to respect, promote and realize in its law andpractice the effective recognition of the right to collective bargaining. The research aims atemphasizing the main aspects promoting the effective recognition of the right to collectivebargaining.The research highlights the necessity of establishing the notion of “extension” of a collectiveagreement and stating the mandatory and voluntary issues of collective bargaining on thestatutory level, as an effective means for protecting employees’ interests. Additionally, theresearch considers the mechanism of collective bargaining as a token of the commonwealth andthe economic stability of the country and evaluates its impact on the prevention and settlement ofcollective disputes. Consequently, it is aimed at detecting the shortcomings of the presentGeorgian law and to propose possible ways of improvement

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Craig, A. W. J., and H. J. Waisglass. "Collective Bargaining Perspectives." Relations industrielles 23, no. 4 (April 12, 2005): 570–90. http://dx.doi.org/10.7202/027947ar.

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After an examination of the socio-economic environment within which collective bargaining functions, the authors study the parties involved, the structures of negotiating units, the procedures for resolving conflicting interest disputes. They also present some of the major outputs of the collective bargaining system and formulate a few suggestions about the future functionning of collective bargaining and the role and structures of union and other groups within the system.

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Smith, Douglas A. "Collective Bargaining Results." Relations industrielles 25, no. 1 (April 12, 2005): 46–54. http://dx.doi.org/10.7202/028099ar.

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The author of the following article discusses the relation-ship between inflation and collective bargaining. Collective bargaining cannot in a vacuum create inflationary wage increases. Rather, it is the interaction of mark-up or target-return pricing and profit-based wage demands that sets off the spiral of discretionary increases in wages and prices. In the author's opinion, it would be necessary to strive for intelligent methods of reducing the conflict between good industrial relations and a stable price level or face the consequences of the actions of those who seek to impose un-workable controls on the collective bargaining system.

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Bronder, Edmund. "Collective Bargaining Agreements." American Journal of Nursing 101, no. 8 (August 2001): 59–61. http://dx.doi.org/10.1097/00000446-200108000-00024.

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Land, Janet L. "Teacher Collective Bargaining." Indiana Law Review 19, no. 1 (January 1, 1986): 235–40. http://dx.doi.org/10.18060/2722.

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Dissertations / Theses on the topic "Collective bargaining"

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Wells, Dominic. "From Collective Bargaining to Collective Begging: State Expansion and Restriction of Collective Bargaining Rights in the Public Sector." Kent State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=kent1522790947706508.

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Even, Jozef Harmen. "Transnational Collective Bargaining in Europe." [S.l.] : Rotterdam : [De Auteur] ; Erasmus University Rotterdam [Host], 2008. http://hdl.handle.net/1765/13755.

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Even, J. H. "Transnational Collective Bargaining in Europe : a proposal for a European regulation on transnational collective bargaining /." Rotterdam : Boom Juridische uitgevers, 2008. http://hdl.handle.net/1765/13755.

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Spence, Alan Robert. "Collective bargaining in Washington community colleges /." Thesis, Connect to this title online; UW restricted, 2006. http://hdl.handle.net/1773/7772.

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Conti, Barbara A. "A comparative analysis of four model states in teachers' negotiations : Pennsylvania, New Jersey, New York, and Connecticut /." Access Digital Full Text version, 1994. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11624395.

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Thesis (Ed.D.)--Teachers College, Columbia University, 1994.
Includes tables and appendices. Typescript; issued also on microfilm. Sponsor: Jonathan T. Hughes. Dissertation Committee: Margaret Terry Orr. Includes bibliographical references (leaves 159-163).

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Qotoyi, Thanduxolo. "Dismissals within the context of collective bargaining." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1039.

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Competitive forces in the market force employers to change the way they operate their businesses. The changes that employers have to make often demand an alteration of the employees’ terms and conditions of employment. By law employers are not permitted to unilaterally effect changes to the employee’s terms and conditions of employment. They have to obtain the consent of the affected employees. This is where collective bargaining fits in. The employer has to negotiate with the employees. One way in which through the process of collective bargaining an employer can exert pressure on the employees to accept the changes is to effect a lock-out. Under the Labour Relations Act 28 of 1956 within the context of a lock-out, an employer was permitted to use conditional dismissal as a bargaining weapon. This conditional dismissal had to be coupled with an offer of reemployment should the employees accept an employer’s demand. In essence, the lock-out had a bite in the form of the conditional dismissal. This made the lock-out quite effective. The 1995 Labour Relations Act prohibits in no uncertain terms the use of a dismissal as a means of compelling employees to accept an employer’s demand in any matter of mutual interest. Within the collective bargaining context, dismissal is not a legitimate option. The employer only has the lock-out as a tool of compulsion. The definition of a lock-out in terms of this Act does not accommodate the use of dismissal. This makes the lock-out option to be less potent than it was under the 1956 Labour Relations Act. However, employers are permitted to dismiss on operational grounds, provided that they follow a fair procedure. Terms and conditions of employment greatly feature in the operational requirements of a business. If the employees’ terms and conditions of employment are not responsive to the operational requirements of the business and they are unwilling to accept changes to those terms, the employer has the right to dismiss them. The employer will not be dismissing the employees as a way of inducing them to accept the changes. He will instead be dismissing them on the basis of operational requirements. iv The question that then arises is how should a dismissal that is intended to compel employees to accept an employers demand (falling within section 187(1)(c) of the 1995 Labour Relations Act be distinguished from a dismissal that is genuinely based on operational requirements as contemplated by section 188(1)(a)(ii). Doesn’t the fact that section 187(1)(c) explicitly prohibits the use of dismissal within the context of collective bargaining give rise to some tension with section 188(1)(a)(ii) which categorically gives employers the right to dismiss on operational grounds. The decision of the Labour Appeal Court in Fry’s Metals v NUMSA has stated that there is no tension whatsoever between the two sections. The court has also ruled that the dismissals that are hit by section 187(1)(c) are those dismissals that are accompanied by an offer of reemployment. According to the court, this offer is indicative of the real purpose of the employer, namely to compel employees to accept his demand. Dismissals not accompanied by an offer of re-employment are on the other hand a true reflection of the fact that the employer is indeed dismissing the employees for operational requirements. This literal interpretation of the meaning and scope of section 187(1)(c) has the potential of opening the floodgates. Instead of resorting to the use of the lock-out to secure the agreement of employees in the collective bargaining process, employers now have a potent tool in the form of a dismissal. As long as the employer makes it abundantly clear that the dismissal is final and irrevocable, he is free from the claws of section 187(1)(c). Given the fact that the lock-out option is not always effective, employers may find it hard to resist the temptation to use the threat of permanent dismissal as a bargaining chip. It is an option that is emasculated by the fact that in an employer initiated lock-out the use of replacement labour is prohibited. The threat of not just a conditional dismissal but a permanent one may force employees to capitulate to the employer’s demand during negotiations. This would effectively render negotiations about changes to terms and conditions of employment a farce. The employer would have an upper hand. The implications of this narrow interpretation are quite far-reaching. The long held view that dismissal is not a legitimate weapon of coercion in the collective bargaining process is under serious challenge. Only conditional dismissals are illegitimate in the collective bargaining v arena. Permanent dismissals are permitted. This negates the very purpose of the collective bargaining process. This study seeks to examine the anomalies that flow from this interpretation of the meaning of section 187(1)(c). The study further investigates if this interpretation is not at odds with what the legislation really intended to achieve by enacting this clause. The study also explores ways in which the sanctity of collective bargaining could be restored. Recommendations are made to that effect.

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Colebrook, Peter. "Collective bargaining in British Columbia's community colleges." Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/32244.

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This study examines collective bargaining in 14 unionized community colleges in British Columbia. It provides a broad overview of bargaining in the colleges and insights into the tensions commonly associated with collective bargaining. The study combines qualitative data and quantitative data through the use of interviews, contractual analysis and two questionnaires. One survey examined the opinions of board members, senior administrators and faculty leaders on various aspects of collective bargaining. The latter included the competitive characteristics of distributive bargaining, governance, the scope of the collective agreements and a number of proposed modifications aimed at improving bargaining in the colleges. The study is significant as it fills a void in the research related to the above issues in British Columbia's colleges. The literature review encompassed a wide range of research. This included material related to the evolution of collective bargaining in higher education; factors that influence opinions of bargaining; constructive conflict, destructive conflict and dysfunctional competition; conflict resolution techniques associated with bargaining; and integrative bargaining. The study revealed a competitive collective bargaining climate in the colleges, characterized by such factors as a lack of trust and respect, inexperienced faculty negotiators, contractual constraints and a lack of bargaining priorities. The competitive climate was aggravated by a number of external factors (government policies); internal factors (the management style of a president); the composition of the faculty associations (combined vocational and academic faculty associations); and personal factors (age and political preferences). In terms of governance issues, the scope of the collective agreements and their political orientation, the board members and the senior administrators are essentially from the same population. The faculty leaders come from a different population. The respondents favour modifications that would enhance communications, training, and equal access to information, as well as the resolution of labour matters at the local level rather than at the provincial level. Distributive bargaining will likely remain the cornerstone of negotiations in British Columbia's colleges. Although it does not have to be as competitive as it is, the distributive model appears to be best suited to the resolution of Level I issues, e.g. salaries, benefits. Given the collegial traditions of higher education, the varying professional needs of the faculty, the issue of management rights and the intrinsic values of the parties involved, a more collaborative model of bargaining is necessary to accommodate Level II issues. The latter include faculty participation in college governance, peer evaluation, and the selection of other faculty. The study contributed to the research literature and produced a number of recommendations for practice.
Education, Faculty of
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Archibald, Thomas. "Improving Patient Safety Through Nurse Collective Bargaining." Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/36169.

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Nursing workload and time worked are two key working conditions tied to the risk of adverse events and medical error. In Canada at the provincial level, these issues, which I call “patient safety issues”, are raised, negotiated and ultimately resolved within collective bargaining structures that are based on traditional “Wagnerist” labour law theory. I reviewed the results of decisions on patient safety issues within fifteen years of nurse collective bargaining in six of the thirteen provinces/territories. My findings are that patient safety issues of workload are inadequately addressed in nurse collective agreements, but at the same time these agreements contained strong patient safety-driven protections relating to time-worked issues of scheduling, hours of work and overtime. I further conclude that these limitations can be attributed to a series of trends in the process of nurse collective bargaining that tended to limit the ability of nurses’ unions to push for patient safety protections and more generally to marginalize patient safety issues in the bargaining process in favour of more traditional economic issues. To overcome these problems, I propose that patient safety issues in nursing be decided instead in locally-based “patient safety committees” instead of in the current traditional labour law model.

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Horn, Carlos Henrique Vasconcellos. "Collective bargaining in Brazilian manufacturing, 1978-95." Thesis, London School of Economics and Political Science (University of London), 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.406088.

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Sánchez, Reyes Christian, Olivares Mauro Ugaz, and Lizárraga Mario Pasco. "Roundtable "Collective Bargaining and Group of Companies"." Derecho & Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/118644.

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In this roundtable, our speakers analyze, evaluate and criticize the new legal scenario which is the collective labor law, specifically related to collective bargaining, in an area influenced by the development of capitalism, which is beginning to cause different forms business organizations that break the paradigm of the definition of company we know, and thus leads us to redesign legal parameters to meet the challenges of the now called “business groups” and “network companies” for a proper defense of the collective rights of workers and defend the interests of employers.
En la presente mesa redonda, nuestros ponentes analizan, evalúan y critican el nuevo escenario legal en el cual se encuentra el derecho colectivo del trabajo, específicamente relacionado con las negociaciones colectivas, en un ámbito influenciado por desarrollo del capitalismo, que empieza a originar distintas formas de organizaciones empresariales, que rompen el paradigma de la definición de empresa que conocemos, y que de esta manera, nos lleva a rediseñar parámetros legales para sobrellevar los desafíos de los ahora llamados “grupos empresariales” y “empresas en red” para un adecuada defensa de los derechos colectivos de los trabajadores y la defensa de los intereses de los empleadores.

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Books on the topic "Collective bargaining"

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Chamberlain, Neil W. Collective bargaining. 3rd ed. New York: McGraw-Hill, 1986.

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Chamberlain, NeilW. Collective bargaining. 3rd ed. New York: McGraw-Hill, 1986.

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Smith, Robert. Collective Bargaining. Edited by Colleen Keough. 2455 Teller Road, Thousand Oaks California 91320 United States: SAGE Publications, Inc., 2024. http://dx.doi.org/10.4135/9781071963678.

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Chris, Todd. Collective bargaining law. Cape Town, South Africa: Siber Ink, 2004.

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Baer, Walter E. Collective bargaining: Custom and practice. Jefferson, N.C: McFarland, 1989.

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Carrell, Michael R. Collective bargaining simulated. 5th ed. Upper Saddle River, N.J: Pearson/Prentice Hall, 2005.

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Section, Amicus (Organization) AEEU. Collective bargaining 2002. Bromley: Amicus-AEEU, 2002.

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1937-, Benjamin Ernst, Mauer Michael, American Association of University Professors., and Modern Language Association of America., eds. Academic collective bargaining. Washington, D.C: American Association of University Professsors, 2006.

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Beal, Edwin Fletcher. The practice of collective bargaining. 7th ed. Homewood, Ill: R.D. Irwin, 1985.

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Rayner, W. B. (Wesley B.)., ed. Canadian collective bargaining law. 2nd ed. Markham, Ont: LexisNexis, 2007.

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Book chapters on the topic "Collective bargaining"

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Werner, William B. "Collective Bargaining." In The Encyclopedia of Human Resource Management, 127–30. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch22.

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Flanders, Allan. "Collective Bargaining." In Trade Unions, 75–123. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003348849-5.

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Carew, Anthony. "Collective Bargaining." In Democracy and Government in European Trade Unions, 157–93. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003347880-7.

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Rideout, R. W. "Collective Bargaining." In Trade Unions and the Law, 140–71. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003345404-9.

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Kriebitz, Alexander. "Collective Bargaining." In Encyclopedia of Sustainable Management, 625–30. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-25984-5_1112.

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Hawkins, Kevin. "Collective bargaining." In Trade Unions, 173–212. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003348962-6.

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Kriebitz, Alexander. "Collective Bargaining." In Encyclopedia of Sustainable Management, 1–6. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-02006-4_1112-1.

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Brown, William. "Collective Bargaining." In The New Palgrave Dictionary of Economics, 1790–95. London: Palgrave Macmillan UK, 2018. http://dx.doi.org/10.1057/978-1-349-95189-5_96.

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Burchill, Frank. "Collective Bargaining." In Labour Relations, 78–86. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-30700-2_7.

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Burchill, Frank. "Collective Bargaining." In Labour Relations, 91–101. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-14497-6_6.

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Conference papers on the topic "Collective bargaining"

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Wu Xiaoju, Zhang Yulin, and Xue Jin. "Collective bargaining: Cooperation mechanism in two-sided platform." In 2017 14th International Conference on Service Systems and Service Management (ICSSSM). IEEE, 2017. http://dx.doi.org/10.1109/icsssm.2017.7996197.

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Jovevski, Lazar, and Dushan Bosiljanov. "Legal aspects of Collective bargaining in Republic of Macedonia." In The 3rd Virtual Multidisciplinary Conference. Publishing Society, 2015. http://dx.doi.org/10.18638/quaesti.2015.3.1.205.

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Yuan, Changhui. "The Effect of Collective Bargaining on the Minimum Wage." In 2016 6th International Conference on Mechatronics, Computer and Education Informationization (MCEI 2016). Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/mcei-16.2016.105.

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Casian, Cristina. "LEGAL CHANGES IN THE FIELD OF COLLECTIVE BARGAINING IN ROMANIA." In SGEM 2014 Scientific SubConference on POLITICAL SCIENCES, LAW, FINANCE, ECONOMICS AND TOURISM. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgemsocial2014/b21/s5.085.

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Eisenschmidt, Alexander. "Collective Bargaining for Collective Housing: Hilberseimer, Goldberg, and the Labor Union’s Struggle Towards New Typologies of Living." In 111th ACSA Annual Meeting Proceedings. ACSA Press, 2023. http://dx.doi.org/10.35483/acsa.am.111.36.

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According to the World Bank, 1.6 billion people will be affected by the shortage in housing by 2025 and the United Nations estimates that today 100 million people are without a home—records that are driven by the lack of affordable housing and an exponential rise of housing cost over income. Acknowledging the difficulties to escape today’s neoliberal market value begs the question of alternatives to profit- based home ownership and the possibility of a radical rethinking of housing. This essay, therefore, investigates two projects that challenged the economic system in place and rethought housing by rewriting its dominant narratives, financial frameworks, and spatial layouts. In vastly different contexts Ludwig Hilberseimer’s 1923 project of the Wohnstadt (residential city) and Bertrand Goldberg’s 1960s Marina City in Chicago allied with unions in their struggle for a new kind of housing. In both cases, the partnership between architecture and labor organization pushed the project far beyond spatial and programmatic ambitions. These collaborations point at a model in which a union’s knowledge in collective bargaining became instrumental in the creation of housing through an alliance with architecture.

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Zuo, Chunling. "Analysis on Wage Collective Bargaining Strategy of Central Government-Owned Enterprises." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998025.

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Ash, Elliott, Jeff Jacobs, Bentley MacLeod, Suresh Naidu, and Dominik Stammbach. "Unsupervised Extraction of Workplace Rights and Duties from Collective Bargaining Agreements." In 2020 International Conference on Data Mining Workshops (ICDMW). IEEE, 2020. http://dx.doi.org/10.1109/icdmw51313.2020.00112.

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Esther Olotuah, Damilola. "Collective Bargaining, Congenial Industrial Relations, and Conflict Resolution in Business Organisations in Nigeria." In 2nd International Conference on Research in Business, Management and Finance. Globalks, 2020. http://dx.doi.org/10.33422/2nd.icrbmf.2020.03.104.

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Petrenko, Yuliya. "Household Financial Decision-Making Models: Which to Choose for Experimental Investigation." In EDAMBA 2022: 25th International Scientific Conference for Doctoral Students and Post-Doctoral Scholars. Bratislava: University of Economics in Bratislava, 2023. http://dx.doi.org/10.53465/edamba.2022.9788022550420.300-313.

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The paper offers a comparison of household financial decision-making models considering a household as one of the initial economic units, understanding the decision-making process and utility function perception of which is influential for the conception of the integrate economic development of a society. Paper provides a brief description of the most applicable within- household decision-making models, namely unitary, bargaining, and collective ones, denoting the pros and cons of their employment for experimental investigation by stating the appropriateness conditions, which are as follows: the ability to include more than two members considering their own preferences, various possible scope of modelled decisions, and framework allowing for empirical research. Regarding previous research, the collective model with Pareto weights appears to be the one, which justifies the conditions set.

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Marianno, Bradley. "Who Is the Principal Here? Understanding the Social Conditions of Collective Bargaining Agency and Implementation in Schools." In AERA 2023. USA: AERA, 2023. http://dx.doi.org/10.3102/ip.23.2017437.

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Reports on the topic "Collective bargaining"

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Kim, Jeongbin, Thomas Palfrey, and Jeffrey Zeidel. Crisis Bargaining with Collective Decision Making. Cambridge, MA: National Bureau of Economic Research, January 2025. https://doi.org/10.3386/w33392.

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Christofides, Louis, and Andrew Oswald. Real Wage Determinatioan in Collective BArgaining Agreements. Cambridge, MA: National Bureau of Economic Research, November 1989. http://dx.doi.org/10.3386/w3188.

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Lovenheim, Michael, and Alexander Willén. The Long-run Effects of Teacher Collective Bargaining. Cambridge, MA: National Bureau of Economic Research, July 2018. http://dx.doi.org/10.3386/w24782.

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Bhuller, Manudeep, Karl Moene, Magne Mogstad, and Ola Vestad. Facts and Fantasies about Wage Setting and Collective Bargaining. Cambridge, MA: National Bureau of Economic Research, September 2022. http://dx.doi.org/10.3386/w30437.

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Cramton, Peter, Morley Gunderson, and Joseph Tracy. The Effect of Collective Bargaining Legislation on Strikes and Wages. Cambridge, MA: National Bureau of Economic Research, May 1995. http://dx.doi.org/10.3386/w5105.

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Klaff, Daniel, and Ronald Ehrenberg. Collective Bargaining and Staff Salaries in American Colleges and Universities. Cambridge, MA: National Bureau of Economic Research, March 2002. http://dx.doi.org/10.3386/w8861.

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Jäger, Simon, Suresh Naidu, and Benjamin Schoefer. Collective Bargaining, Unions, and the Wage Structure: An International Perspective. Cambridge, MA: National Bureau of Economic Research, December 2024. https://doi.org/10.3386/w33267.

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Cassoni, Adriana, Steven G. Allen, and Gastón J. Labadie. Unions and Employment in Uruguay. Inter-American Development Bank, May 2000. http://dx.doi.org/10.18235/0011241.

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This study examines the impact of unions on wages and employment using data from Uruguay in a period when unions were banned (1973-1984), then legalized with tripartite bargaining (1984-1991) followed by industry-wide or firm-specific bargaining (1992-1997). The paper begins with background on the economy, the labor market, and collective bargaining in Uruguay (Section II), followed by a brief theoretical overview on unions and labor demand (Section III) and a description of the data (Section IV). The labor demand results (Section V) indicate a structural shift in the labor demand function occurred at about the same time as the return of collective bargaining.

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Allen, Steven. Developments in Collective Bargaining in Construction in the 1980s and 1990s. Cambridge, MA: National Bureau of Economic Research, March 1994. http://dx.doi.org/10.3386/w4674.

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Abowd, John. Collective Bargaining and the Division of the Value of the Enterprise. Cambridge, MA: National Bureau of Economic Research, January 1987. http://dx.doi.org/10.3386/w2137.

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