Relevant bibliographies by topics / Collective employment relations

Academic literature on the topic 'Collective employment relations'

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Published: 12 October 2024

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Journal articles on the topic "Collective employment relations"

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Marginson, Paul. "The changing nature of collective employment relations." Employee Relations 37, no. 6 (October 5, 2015): 645–57. http://dx.doi.org/10.1108/er-03-2015-0049.

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Purpose – The purpose of this paper is to survey developments in four aspects of collective employment relations (ER) since the mid-1960s: collective representation and organisation; collective bargaining coverage and structure; the collective bargaining agenda; and joint consultation arrangements. It considers the reasons underlying change. Design/methodology/approach – A range of published sources are drawn on, including quantitative, survey based and qualitative, case-study and other evidence. Findings – The landscape of collective ER has changed markedly over the past half century. Membership of trade unions has fallen from around half of the workforce to one-quarter. Employers who mainly conducted collective bargaining through employers’ associations now negotiate, if at all, on a firm-by-firm basis. Collective bargaining coverage has sharply declined and now only extends to a minority of the private sector workforce. The bargaining agenda has been hollowed out. Joint consultation arrangements too are less widespread than they were around 1980. Originality/value – The paper contends that change has been driven by three underlying processes. “Marketization” of collective ER entailing a shift from an industrial or occupational to an enterprise frame of reference. The rise of “micro-corporatism”, reflecting increased emphasis on the common interests of collective actors within an enterprise frame. Finally, the voluntarism, underpinning Britain’s collective ER became more “asymmetric”, with employers’ preferences increasingly predominant.
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Wilczyński, Robert. "PROBLEMATYKA ZAWIERANIA UKŁADÓW ZBIOROWYCH PRACY W ZATRUDNIENIU TYMCZASOWYM." Zeszyty Prawnicze 16, no. 3 (December 10, 2016): 221. http://dx.doi.org/10.21697/zp.2016.16.3.09.

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Collective Bargaining Agreements for Temporary Employment Summary The article presents the opinions current in the doctrine and jurisprudence concerning collective bargaining agreements in temporary employment. The differences in the construction of temporary and permanent employment relations make the situation in temporary employment worthy of a separate legal analysis. The issues discussed in this article are the potential for collective bargaining in temporary employment, the legal nature of collective agreements involving an employment agency, and the admissibility of differentiation in terms of subjective and objective legal relations regarding the conclusion of collective bargaining agreements.
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Morris, Gillian S. "The Employment Relations Act 1999 and Collective Labour Standards." International Journal of Comparative Labour Law and Industrial Relations 17, Issue 1 (March 1, 2001): 63–78. http://dx.doi.org/10.54648/337850.

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The Employment Relations Act 1999 affected major changes to collective labour law in Britain: a procedure for the mandatory recognition of trade unions by employers; more extensive (albeit still limited) protection for employees against dismissal for taking part in industrial action; and greater protection for trade union members against discrimination by employers. However, much of the Conservative Government's legacy in this area remains untouched, including the legislation that governs whether industrial action is lawful and trade union governance. This article analyses the implication of the changes to collective labour law made by the Employment Relations Act and, equally important, indicates those areas which the Labour Government chose to leave intact, even where this means that UK labour law continues to fall short of international standards.
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Jaspers, Teun, Błażej Mądrzycki, and Łukasz Pisarczyk. "Collective Bargang in Technology-Based Employment." Białostockie Studia Prawnicze 29, no. 2 (May 22, 2024): 39–52. http://dx.doi.org/10.15290/bsp.2024.29.02.04.

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Abstract New technology has profoundly influenced the world of work. The use of technology brings advantages for all – employers, workers and their representatives – but also some risks and hazards for working people. Despite technological development, workers still need effective protection that will ensure safety and sustainable development. The legal framework for this protection, both at European and national levels, is still under construction. An important role in filling the regulatory gap may be also played by collective bargaining. Moreover, modern technologies open up new possibilities for social partners to build their capacity and organize the process of negotiations. However, collective bargaining in the area of tech-based work remains in statu nascendi. This article analyses the need for and the advantages of collective protection in tech-based employment, its role in improving working standards and the influence of new technology on industrial relations.
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Moore, Sian, and Stephanie Tailby. "The changing face of employment relations: equality and diversity." Employee Relations 37, no. 6 (October 5, 2015): 705–19. http://dx.doi.org/10.1108/er-06-2015-0115.

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Purpose – The purpose of this paper is to explore what has happened to the notion and reality of equal pay over the past 50 years, a period in which women have become the majority of trade union members in the UK. It does so in the context of record employment levels based upon women’s increased labour market participation albeit reflecting their continued over-representation in part-time employment, locating the narrowed but persistent overall gender pay gap in the broader picture of pay inequality in the UK. Design/methodology/approach – The paper considers voluntary and legal responses to inequality and the move away from voluntary solutions in the changed environment for unions. Following others it discusses the potential for collective bargaining to be harnessed to equality in work, a potential only partially realised by unions in a period in which their capacity to sustain collective bargaining was weakened. It looks at the introduction of a statutory route to collective bargaining in 2000, the National Minimum Wage from 1999 and at the Equality Act 2010 as legislative solutions to inequality and in terms of radical and liberal models of equality. Findings – The paper suggests that fuller employment based upon women’s increased labour market activity have not delivered an upward pressure on wages and has underpinned rather than closed pay gaps and social divisions. Legal measures have been limited in the extent to which they have secured equal pay and wider social equality, whilst state support for collective solutions to equality has waned. Its replacement by a statutory minimum wage initially closed pay gaps, but appears to have run out of steam as employers accommodate minimum hourly rates through the reorganisation of working time. Social implications – The paper suggests that statutory minima or even voluntary campaigns to lift hourly wage rates may cut across and even supersede wider existing collective bargaining agreements and as such they can reinforce the attack on collective bargaining structures, supporting arguments that this can reduce representation over pay, but also over a range of other issues at work (Ewing and Hendy, 2013), including equality. Originality/value – There are then limitations on a liberal model which is confined to promoting equality at an organisational level in a public sector subject to wider market forces. The fragmentation of bargaining and representation that has resulted will continue if the proposed dismantling of public services goes ahead and its impact upon equality is already suggested in the widening of the gender pay gap in the public sector in 2015.
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Zbucka-Gargas, Marta, and Cláudio Iannotti Da Rocha. "Atypical Employment Relations in Brazil After the Labor Reform." Acta Universitatis Lodziensis. Folia Iuridica 101 (December 29, 2022): 297–307. http://dx.doi.org/10.18778/0208-6069.101.24.

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The purpose of this publication is to provide an overview of labor law changes in Brazil that have significantly affected fundamental employment principles. Laws 13.427/17 and 13,467/17, collectively known as the Labor Reform, introduced atypical forms of employment, heavily modifying individual and collective labor laws. In particular, the changes include: employment in the form of intermittent work, telework, outsourcing or hyper-sufficient workers. The labor law reform, which has been carried out, introduces a number of novelties into the Brazilian legal system and raises many questions and doubts. There are concerns about whether the regulation undermines the existing legal order and thus threatens the dignity of workers, their physical and mental health, as well as negatively affects the working environment.
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Seifert, Achim. "Employment Protection and Employment Promotion as Goals of Collective Bargaining in the Federal Republic of Germany." International Journal of Comparative Labour Law and Industrial Relations 15, Issue 4 (December 1, 1999): 343–64. http://dx.doi.org/10.54648/256549.

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This article aims to analyze some recent changes in the German industrial relations system mainly characterized by the rise of employment protection and employment promotion as new goals of collective bargaining. During the era of full-employment collective bargaining was essentially an instrument to improve working conditions whereas, with regard to a constant mass-unemployment, it becomes ever more to be understood as an instrument to save threatened jobs and to create new jobs. The most important strategies of employment protection and of employment promotion recently developed by the actors of collective bargaining in Germany, such as various forms of working time 'flexibilization', shall be analyzed in the article.
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Izbienova, T. A., and A. B. Vayman. "Collective bargaining in the digital age in Germany." Voprosy trudovogo prava (Labor law issues), no. 4 (April 20, 2023): 240–45. http://dx.doi.org/10.33920/pol-2-2304-08.

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The article examines the legal mechanisms for minimizing the effects of digitalization on staff employment using the experience of regulating collective bargaining relations in the Federal Republic of Germany as an example.
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Karper, Mark D. "Book Review: Labor-Management Relations: Collective Bargaining: The Evolving Process—Collective Negotiations in Public Employment." ILR Review 40, no. 1 (October 1986): 131–32. http://dx.doi.org/10.1177/001979398604000114.

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Katz, Harry C. "Recent developments in U.S. collective bargaining and employment practices." Transfer: European Review of Labour and Research 7, no. 3 (August 2001): 441–50. http://dx.doi.org/10.1177/102425890100700308.

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Diversity in employment relations is growing in the United States as a product of the growth in non-union employment and the existence of a variety of union and non-union employment practices. There is also wide variation in recent U.S. collective bargaining. In some firms heightened conflict appears, while in some others extensive partnerships have been forged. While some workers and firms are suffering as management takes advantage of the power advantages provided through non-union growth and globalization, in some other firms unions are using innovative bargaining or traditional strike leverage to make gains.
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Dissertations / Theses on the topic "Collective employment relations"

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Schwartz, Gregory. "Recasting the labour collective : the social determination of wages, employment and labour relations in Russia, 1999-2002." Thesis, University of Warwick, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.412879.

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Petersen, Desmond. "Changing terms and conditions of employment in the South African labour relations arena -- the approach of the courts: A comparative analysis." University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&amp.

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This paper focused on how competing interests of employers and employees are accomodated in the South African Labour Relations arena. An analysis of the legislative framework was undertaken to establish how the legislation provides for changes in workplace practices as well as the protection that it affords employees against unwanted or unilateral changes. The main focus of the research was on how the South African Courts have interpreted the legislation and how it has applied the law in cases involving the changing of terms and conditions of employment, that has come before it.
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Beszter, Peter Frank. "The road not taken : why has national collective bargaining survived in English local government?" Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/12577.

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Despite the decline of collective bargaining and trade union membership in the British private sector over the past thirty years, and much academic discussion of 'marketisation' in the public sector, national collective bargaining in English local government has remained remarkably robust - as demonstrated by the Workplace Employment Relations Surveys (Millward et al. 2000). Most academic research on employment relations in the public sector has focused on 'change'. In this study I wish to examine the roots of 'continuity' and a surprising institutional survival. After three decades of reform, national collective bargaining still remains central to the local government employment relations architecture, and contrary to the 'hollowing out' thesis, national agreements are still the bulwark upon which both national and local government (and the related actors: trade unions, management, politicians) rely upon to engage in the process of joint regulation in the workplace. The study has three main objectives: Firstly, to explore why the institutional actors support or do not support the national collective bargining framework in English local government. Secondly, the extent to which national collective bargaining is supported and promoted applying an institutional theory analytical framework. Thirdly, what institutional processes explain the resilience of national collective bargaining in English local government? A sectoral study is used to explore the political dynamics that underlie the survival of national collective bargaining in English local government. This follows a 'firm in sector' methodology (Smith et al., 1990), in which a benchmark authority is compared and contrasted with eight other local authorities. The authorities were chosen by taking account of factors such as size (employing more than 2000 workers); type (metroplitan (7)) and shire (2); geography (north (2), midlands (4), south west (1) and south east (2)); and status (are they part of the national collective bargaining framework or outside of it.) The 'firm in sector' methodology allows for the examination of issues at an organisational level, building on the Workplace Employment Relations Surveys, which have focused more at a macro level. The study will drill down in detail within the benchmark authority; however, the study is nevertheless dependent on understanding the wider sectoral landscape in which the benchmark authority is located and therefore considers how its experiences compare with local authorities who chose to belong or not belong to the national collective bargaining framework. The thesis makes three contibutions. Firstly, it raises the issue of continuity within English local government employment relations and why national collective bargaining has continued to survive and remain relevant. Secondly, it considers what makes English local government different from other parts of the public sector, and what we can learn from this difference. Thirdly, it highlights the value of a new institutional perspective, as a tool for employment relations analysis.
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Johnson, Mathew. "Continuity, change and crowding out : the reshaping of collective bargaining in UK local government." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/continuity-change-and-crowding-out-the-reshaping-of-collective-bargaining-in-uk-local-government(553b0d62-5790-4a6a-8a5a-9980e6dae647).html.

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This thesis examines elements of continuity and change in systems of pay determination in UK local government, with a specific focus on the period of austerity since 2010. Spending cuts present significant challenges for collective bargaining through the National Joint Council (NJC), which also serves as a ‘critical case’ to test our understanding of contemporary collective bargaining and industrial relations. The research draws on 56 interviews with a total of 62 key actors from the employers’ representative organisations and trade unions at both national and local level, and eight local authority case studies. The interview data are complemented by a range of secondary qualitative and quantitative data sources. It seeks to understand the changing power relationships between employers and unions as they attempt to navigate increasingly turbulent waters, and the pragmatic trade-offs both sides are willing make over pay, terms and conditions, and working practices in pursuit of longer-term strategic goals. These issues are addressed through three levels of analysis. Firstly, building on a rich tradition of industrial relations research, the thesis shows how the national employers have repositioned the sector level collective agreement as a means to deliver cost control rather than ‘fair wages’, which the unions have so far tolerated in preference to a complete dissolution of national bargaining. Second, drawing on contingency models of pay and HRM, case study data are used to explore the mixture of managerialism and political opportunism which characterises the development and implementation of pay and reward strategies at the level of the organisation. The findings identify the continued importance of transparent job evaluation processes in determining wage structures, but also show how pay practices act as a means to signal desired behaviours from employees, and are used to reinforce local level political narratives. Finally, through a critical re-appraisal of New Public Management (NPM) reforms in local government since the 1980s, further case study data reveal the way in which employers have reorganised staffing structures to match reduced budgets, but it appears that increased levels of work intensity for a significantly depleted workforce are beginning to impact on service standards. The findings also suggest that the on-going process of restructuring serves as a means to increase managerial control of ‘the labour process’ through the efforts to standardise working practices and break down embedded departmental and professional identities. Taken together, the evidence suggests that although the formal institutions of employment relations have proved to be remarkably resilient, collective bargaining as a dynamic mode of joint regulation built on the notion of partnership has steadily been crowded out from both above and below. The meaningful content of negotiations has been squeezed by the tight financial constraints applied by central government, and in the vacuum created by stalled sector level negotiations local level pay and HRM strategies are becoming increasingly important to explain the level and distribution of wages. Perhaps as important as negotiations over pay are negotiations over working practices which fall outside the formal regulatory scope of the collective agreement, and change expectations about working time, task discretion, and job boundaries. A degree of drift across these three dimensions has resulted in an increasingly fluid adjustment of the wage-effort bargain over which the unions have a declining sphere of influence.
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Lafargue, Marie. "Les relations de travail dans l'entreprise transnationale." Thesis, Bordeaux, 2015. http://www.theses.fr/2015BORD0279.

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L’entreprise transnationale s’impose comme un pouvoir économique puissantdans le contexte de mondialisation. Dénuée de personnalité morale, elle n’est appréhendéeque partiellement par les droits internes. En dehors du droit supranational qui présente descarences et n’assure qu’une régulation partielle, les relations de travail dans l’entrepriseglobalisée restent largement appréhendées par les droits nationaux et les paradigmes dudroit du travail n’ont guère évolué pour s’ajuster à leur singularité. La nature du droit quisaisit ces rapports n’est donc pas commensurable à leur réalité transnationale.L’insuffisance du cadre d’analyse actuel oblige alors à dépasser le doublecloisonnement des systèmes juridiques et des personnes morales afin de développer dessolutions globales. Une analyse tant positiviste que prospective du droit révèle l’existenced’un processus d’adaptation en cours, celui-ci devant toutefois être renforcé et étendu.Il s’agit donc de mettre en place un principe d’ajustement du droit à ces relations de travail,lequel révèle l’identité du transnational : la transnationalité est une expression du pluralisme.L’adaptation du droit suppose, d’une part, que l’entreprise soit recomposée en tantqu’organisation et qu’elle soit mise en synergie avec les autres acteurs de la gouvernancemondiale. Le mouvement d’adéquation implique, d’autre part, qu’un droit global, « postmoderne» et pluraliste, reposant sur un socle de droits fondamentaux, voit le jour. Ainsi,c’est au prix de ces évolutions que l’on parviendra à une régulation adaptée des relations detravail dans l’entreprise transnationale ainsi qu’à l’émergence d’un droit social de lamondialisation
Transnational companies now stand as leading economic powers in aglobalisation context. Stripped of any legal personality, they are only partly bound by thenational laws. Aside from supranational law, which is incomplete provides only partialregulation, labour relations within globalised companies remain largely bound by nationallaws while the paradigms of labour law have barely evolved in order to adjust to theirsingularity. The nature of the law that governs those professional relations is therefore notcommensurate to their transnational reality.The deficiencies of the current framework for analysis thus compel researchers to gobeyond the twofold boundaries of legal systems and legal entities in order to develop suitableglobal solutions. A positivist, forward-looking analysis of the law reveals the existence of anadaptation process that is already underway but which must also be extended andstrengthened.It is therefore a matter of establishing a legal adjustment principle within those labourrelations, which reveals the identity of the transnational: transnationality is an expression ofpluralism. Legal adaptation assumes, on the one hand, that companies be reconstructed asorganisations and that a synergy be established with other players in the field of globalgovernance. The alignment trend implies, on the other hand, the birth of a "post-modern",pluralist global law, resting on a foundation of fundamental rights. It is thus at the cost of suchdevelopments that an adapted regulation of labour relations will be achieved withintransnational companies, together with the emergence of a globalised social law
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Renacco, Edwige. "Droit social et gestion d'un service public administratif : Étude sur les métamorphoses des relations professionnelles au sein des organismes de Sécurité sociale." Electronic Thesis or Diss., Lyon 2, 2024. http://www.theses.fr/2024LYO20014.

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Les relations professionnelles au sein des organismes de Sécurité sociale sont l’objet de la spécification d’un modèle, résultant d’un continuum de mouvements d’attraction-répulsion entre droit privé et droit public. Le droit social, appliqué à la gestion d’un service public administratif, en est le véhicule. Il est déployé, tout d’abord, en tant que système d’édification de la protection du travailleur et de ses collectifs ; puis, comme instrument de « régulation » de cette même protection. L’appropriation de ces normes ainsi données a priori par les acteurs des relations professionnelles, suivant un exercice in concreto donne lieu, alors dans toute sa complétude, à la spécification d’un modèle à part entière
Collective employment relations within social security institutions are the subject of the specification of a model, resulting from a continuum of attraction-repulsion movements between private and public law. Social law, applied to the management of a public administrative service, is the vehicle for this. It is deployed, first of all, as a system for building the protection of the worker and his collectives; then, as an instrument to "regulate" this same protection. The appropriation of these norms thus given a priori by the actors of collective employment relations, following an exercise in concreto, then gives rise, in all its completeness, to the specification of a model in its own right
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Lopes, Pierre. "L’adaptation de la relation de travail pour motif économique." Thesis, Paris 2, 2017. http://www.theses.fr/2017PA020060.

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La compétition économique impose à l'entreprise de faire évoluer la relation de travail au rythme des contraintes qu'elle subit. Elle suppose l'adaptation des conditions d'emploi, laquelle implique de faire varier la rémunération, le temps de travail, les fonctions ou encore le lieu de travail du salarié. Semblables évolutions peuvent trouver appui sur divers dispositifs légaux, conventionnels ou contractuels, dont la mise en œuvre ne va pas, cependant, sans susciter maintes interrogations. Des réponses doivent être apportées. Est en jeu la capacité du système juridique français à donner aux entreprises des outils permettant d'assurer leur pérennité, voire leur développement et, par suite, la préservation de l'emploi. Descripteurs : emploi ; rémunération ; mobilité géographique ; mobilité professionnelle ; temps de travail ; modification du contrat de travail ; changement des conditions de travail ; négociation collective ; articulation des normes ; pouvoir de direction ; activité partielle ; licenciement pour motif économique ; droits et libertés fondamentaux
Economic competition requires the working relationship to evolve at the rate of the constraints the company undergoes. It implies adapting the employment conditions, such as remuneration, working time, professional duties or place of work. These adjustments can be made by the use of various legal, conventional or contractual mechanisms. Their utilization raises many questions. Answers must be provided. The ability of the French legal system to provide companies the tools to ensure their sustainability, even their development and, consequently, the preservation of employment, is at stake. Keywords : employment ; remuneration ; geographical mobility ; occupational mobility ; working time ; amendment to the employment contract ; change in working conditions ; collective bargaining ; articulation of legal standards ; employer's management powers ; shorttime working ; redundancy for economic reasons ; fundamental rights and freedoms of employees
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Caillet, Marie-Caroline. "Le droit à l'épreuve de la responsabilité sociétale des entreprises : étude à partir des entreprises transnationales." Thesis, Bordeaux, 2014. http://www.theses.fr/2014BORD0234/document.

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Les entreprises sont aujourd’hui au coeur des échanges économiques mondiaux. Ces échanges se traduisent par la mise en place de relations commerciales desquelles peuvent émerger des structures souvent complexes et difficilement saisissables par le droit : les entreprises transnationales. Aucune réponse juridique satisfaisante n’a encore été trouvée pour les encadrer, alors que paradoxalement, la RSE donne naissance à des normes, des outils et des instruments pour les responsabiliser. L’étude de la responsabilité sociétale des entreprises transnationales à travers le prisme du droit révèle en réalité l’émergence d’un cadre de régulation hybride : les normes de RSE s’immiscent dans le droit, conduisant celui-ci à s’emparer de ces normes à son tour. Cet échange permet d’aborder l’entreprise transnationale à travers une approche nouvelle, tirée des normes de RSE, c’est-à-dire à travers son organisation et ses fonctions. Les relations de l’entreprise avec ses partenaires commerciaux deviennent alors une assise potentielle pour le droit, davantage que son statut ou que sa structure juridique, à partir desquelles peuvent être imputées des obligations, aujourd’hui inexistantes. Une fois l’entreprise transnationale saisie, c’est un cadre juridique adapté à son organisation complexe qui peut être mis à jour. L’étude des normes de RSE dévoile un enrichissement des règles applicables à l’entreprise transnationale et un renforcement potentiel de sa responsabilité juridique, fondée sur une approche préventive mais également solidaire du droit de la responsabilité. Passant outre les problèmes posés par l’absence de statut juridique, la RSE permet de saisir les entreprises transnationales par le biais de leurs relations commerciales, et d’envisager la conception d’un nouveau standard juridique de conduite sociétale, générateur d’une responsabilité individuelle et collective fondée sur une obligation de vigilance
Companies are now at the heart of global trade. These economic exchanges result in the establishment of commercial relationships, from which may emerge structures that are often complex and difficult to grapple with under the law: transnational corporations. While no satisfactory legal framework has yet been established to frame their work, paradoxically CSR gives rise to standards, tools and instruments to ensure their accountability. The study of the social responsibility of transnational corporations through the prism of the law actually reveals the emergence of a hybrid framework of regulation: CSR standards influence the law, forcing the law in turn to take note of these standards. This exchange allows us to handle a transnational business through a new approach derived from CSR standards, essentially through its organisation and functions. The relationship between a company and its business partners then becomes a potential basis for the law, rather than its status or its legal structure, from which can be derived responsibilities. Once a transnational corporation is seized, a legal framework adapted to its complex structure can come to light. The study of CSR standards reveals an enrichment of the rules applicable to transnational corporations and a potential strengthening of their legal liability, based on a preventive and joint and several approach of the law of responsibility. Ignoring the problems posed by the lack of legal status, CSR allows for the regulation of transnational enterprises through their commercial relations and provides a basis for the development of a new legal standard of social conduct, giving rise to individual and collective liability based on a duty of care
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Faniel, Jean. "Les syndicats, le chômage et les chômeurs: raisons et évolution d'une relation complexe." Doctoral thesis, Universite Libre de Bruxelles, 2006. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210879.

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En Belgique, 85% des chômeurs sont affiliés à une organisation syndicale. Cette situation inhabituelle est principalement due à la fonction d’organisme de paiement des allocations de chômage que remplissent les trois syndicats interprofessionnels. L’objet de la thèse est d’examiner les origines de la relation particulière qui découle de cet état de fait et de questionner ses implications tout à la fois pour les syndicats et pour les chômeurs.

Les développements théoriques se penchent sur le mode de fonctionnement et sur les déterminants de l’action des organisations syndicales, sur les causes du chômage et ses conséquences pour les travailleurs salariés et leurs organisations, ainsi que sur les obstacles et les incitants à l’action collective contestataire des sans-emploi.

Ces outils d’analyse sont ensuite utilisés pour examiner, depuis l’origine des organisations syndicales contemporaines et de l’indemnisation du chômage, au XIXe siècle, jusqu’à la réforme du mode de contrôle des chômeurs en 2004, les fondements et l’évolution de la relation que les syndicats belges entretiennent avec les questions de l’emploi et du chômage d’une part, avec les chômeurs d’autre part.

In Belgium, 85% of the unemployed are unionised. This peculiar situation is mainly related to the specific position of the trade unions, as the jobless can choose to receive their benefits through the intervention of one of the three national unions. The Ph.D. dissertation aims at examining the origins of that specific relationship and its implications on both the trade unions and the unemployed.

The theoretical part explores the features of union action and functioning, the causes of unemployment and its consequences for the workers and their organisations, as well as the impediments and impetus to the contentious mobilisation of the unemployed.

Based on that theoretical framework, the Ph.D. dissertation then examines the origins and the evolution from the 19th century till 2004 of the union positions on the issues of employment and unemployment on the one hand, and their links with the jobless on the other.


Doctorat en sciences politiques
info:eu-repo/semantics/nonPublished

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TOMASSETTI, Paolo (ORCID:0000-0002-5119-4058). "Indagine sul decentramento della contrattazione collettiva nell'industria metalmeccanica." Doctoral thesis, Università degli studi di Bergamo, 2014. http://hdl.handle.net/10446/30731.

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Books on the topic "Collective employment relations"

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Yi, Kyu-yong, 1963 June 5- author and Kwŏn Sun-sik author, eds. Koyong kwan'gyeron: Employment relations. Sŏul-si: Pagyŏngsa, 2016.

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Addabbo, Tindara, Edoardo Ales, Ylenia Curzi, Tommaso Fabbri, Olga Rymkevich, and Iacopo Senatori, eds. The Collective Dimensions of Employment Relations. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75532-4.

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Paul, Stewart, and Charron Elsie, eds. Work and employment relations in the automobile industry. Basingstoke: Palgrave Macmillan, 2004.

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Nel, P. S. South African employment relations: Theory and practice. 7th ed. Pretoria: Van Schaik, 2012.

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S, Nel P., ed. South African employment relations: Theory and practice. 4th ed. Pretoria: Van Schaik, 2002.

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author, Pak Chae-ch'un, and Yi Kong-hŭi author, eds. Koyong nosa kwan'gyeron: Introduction to employment and industrial relations. Sŏul-si: Han'gyŏngsa, 2017.

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1949-, Bamber Greg, and Lansbury Russell D, eds. International and comparative employment relations: A study of industrialised market economies. London: Sage publications, 1998.

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Mitchell, Richard, and Stephen Deery. Employment relations: Individualisation and union exclusion : an international study. Leichhardt, NSW: Federation Press, 1999.

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Richard, Mitchell, and Deery S, eds. Employment relations: Individualisation and union exclusion : an international study. Leichhardt, N.S.W: Federation Press, 1999.

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Berry, Jonathan D. Recent developments in national level collective bargaining and employment relations at British Telecom. [s.l.]: typescript, 1993.

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Book chapters on the topic "Collective employment relations"

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Milner, Susan. "Does Collective Bargaining Still Matter?" In Comparative Employment Relations, 91–114. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-35369-6_5.

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Molina, Oscar, Joel Martí, and Alejandro Godino. "Collective Bargaining Networks and Relational Coordination." In Employment Relations as Networks, 217–43. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003125730-15.

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Ferner, Anthony. "US Multinationals and Collective Representation in European Subsidiaries: Institutional Resistance and Accommodation." In Globalizing Employment Relations, 9–28. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230306813_2.

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Fabbri, Tommaso, and Ylenia Curzi. "Organization as Collective Rule-Making." In The Collective Dimensions of Employment Relations, 53–62. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75532-4_4.

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Hyman, Richard, and Rebecca Gumbrell-McCormick. "Collective representation at work." In Comparative Employment Relations in the Global Economy, 215–38. Second edition. | Abingdon, Oxon ; New York, NY : Routedge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9781315544793-11.

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Farnham, David. "Collective Bargaining, Worker Participation and Mediation." In The Changing Faces of Employment Relations, 455–502. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-349-87572-6_11.

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Ioannou, Christos A. "Collective bargaining decentralisation and wage adjustment for internal devaluation." In Greek Employment Relations in Crisis, 31–58. 1 Edition. | New York : Routledge, 2019. | Series: Routledge studies in the European economy: Routledge, 2019. http://dx.doi.org/10.4324/9781315462493-3.

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Rymkevich, Olga, and Ronald C. Brown. "New Challenges for the Collective Representation of Platform Workers in Russia and China." In The Collective Dimensions of Employment Relations, 281–301. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75532-4_12.

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Ales, Edoardo. "The Collective Dimensions of the Employment Relationship: Ways Beyond Traditional Views." In The Collective Dimensions of Employment Relations, 63–77. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75532-4_5.

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Tomassetti, Julia. "Neoliberal Conceptions of the Individual in Labour Law." In The Collective Dimensions of Employment Relations, 117–54. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75532-4_7.

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Conference papers on the topic "Collective employment relations"

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Ivanova, Pavlina. "PERSONAL DATA IN THE CONTEXT OF EMPLOYMENT RELATIONS." In PROTECTION OF THE PERSONAL DATA AND THE DIGITALIZATION 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/ppdd2021.116.

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For the purposes of the employment relationship under the law, employers collect, process and store a certain amount of personal data of job candidates and employees. This creates for them respective obligations and responsibilities in their capacity as controllers of personal data. The report examines the grounds for the collection and processing of personal data for the purposes of employment and sets out the necessary measures to ensure the confidentiality of personal data of staff.
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Pavlovic, Dragana, Zorica Stanisavljevic petrovic, and Joan Soleradillon. "TRADITIONAL AND (OR) NEW MEDIA: TEACHERS' WORK EXPERIENCE AND APPLICATION OF MEDIA IN SCHOOLS." In eLSE 2016. Carol I National Defence University Publishing House, 2016. http://dx.doi.org/10.12753/2066-026x-16-112.

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Intensive use of new media in schools significantly affects the modernization, quality and development of the educational process, especially the teaching activities. However, the use of media in schools is mainly conditioned by several factors, among which are: the attitudes of teachers, their personal opinions on the media tools, and their level of skills for media use. Among the factors influencing the preferences of teachers, especially when it comes to implementing new or traditional media, is the experience of teachers. In line with this, the central issue and the main goal of this paper are to examine the correlation between the years of service of teachers and application of traditional or modern media in school. The starting hypothesis is that teachers with more years of experience prefer the use of traditional media (radio and television), while the younger part of the population of teachers is more directed towards the use of new media, especially the Internet. The work is part of a broader research, which used a sample of teachers from Central and Southern Serbia. The main instrument used for data collection was a questionnaire, which consisted of 32 questions. For the purpose of this paper, items that relate to the use of traditional and modern media were analyzed. Research results confirmed the initial hypothesis and showed that there are statistically significant differences in the attitudes of teachers towards the implementation of the media in relation to their years of work experience. The hypothesis that teachers with fewer years of work experience gladly use the Internet and new media, while older teachers rather use traditional media in teaching, was confirmed. Research findings suggest the need for systematic training of teachers, especially of those with more years of employment, enabling them in the use of modern media resources at the school.
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Accornero, Mariana Esther, Marcela Catalina Mambrini, and Carola Rossetti. "Contributions of textile design to the regional identity of the Sierras de Córdoba, Argentina." In LINK 2021. Tuwhera Open Access, 2021. http://dx.doi.org/10.24135/link2021.v2i1.122.

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Based on a survey of the textile production of textile makers from the Sierras de Córdoba and attempting to reconstruct a regional aesthetic from the records of clothing in archaeological pieces of the indigenous Comechingonas cultures and ethnographic production, this research work is proposed as a contribution to the contemporary textile design and identity. The project was developed from the concept of “Disruptive Design”, that is to say: produce-create and consume-create in a different way than usual (Gardetti, 2017) and Strategic Design focused on more environmentally friendly production processes, reversing current methods, generating innovation strategies approach that provide added value to the product from the following guidelines: a) Raw materials based on natural fibers. b) Reuse of dyeing properties, artisanal processes of native natural dyes. c) Innovative pattern based on textile typologies focused on the reuse of fibers, zero waste. d) Consumer awareness in relation to the use and maintenance of clothing, environmental problems in the life cycle of the product. e) Optimization of sequences and processes of creation-production of clothing in which cleaner production is involved under controlled processes (Salcedo, 2014). Another important aspect that was taken into account is the ethics of the designer in the search for innovative and transformative processes, and in promoting the impulse of regional economies through employment, use of natural fibers and collaborationism in the production of designs co-producing jointly with the artisan textile. The methodology used was participant observation, data collection and primary sources; for this, archaeological statuettes and ethnographic textile typologies were taken that are conceptualized in the creative process of each clothing-accessory-complement. In the clothing design process, typologies were created in which the user can interact and transform the clothing from disassembly and / or assembly in alternation of "pattern-texture-color designs" according to tastes and preferences, producing co- design between the designer and the user, including different body types, ages. The collections developed by two designer researchers: “Chasca Arqueológica”, a project by Carola Rossetti and “Chasca Etnográfica”, a project by Marcela Catalina Mambrini, highlight the archaeological-ethnographic textile, producing the recovery and revaluation of the textile heritage of our province with the enhancement and safeguarding textile techniques in danger of extinction due to lack of transmission. The term Chasca refers to the dawn star, the one that enables the new day. This concept was taken as a metaphor for design a new starting point for the artisan textile production of Córdoba. The results of this research work have been made available to the cooperatives of mountain textile makers, in order to begin to manage the mechanisms of self-sustaining production for vulnerable regions in the interior of the province, with the aim of generating micro textile enterprises that consolidate and spread the cultural identity of our province through clothing, complements and accessories.
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Reports on the topic "Collective employment relations"

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Cortázar, René. Labor Market Institutions in the Caribbean. Inter-American Development Bank, June 2007. http://dx.doi.org/10.18235/0008756.

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The objectives of improving competitiveness and reducing unemployment, in particular among the young and women, are a part of the economic and the political agenda of most Caribbean countries. Labor market institutions play a crucial role. This study analyzes six types of institutions: (i) labor legislation, related to collective bargaining and termination of contracts; (ii) minimum wages (iii) vocational training; (iv) industrial relations; (v) social dialogue, and (vi) the role of the Ministry of Labor, and proposes policies that could contribute to employment and competitiveness. The report adopts a political economy approach and puts forward a characterization of reforms in terms of their potential impact and viability. It concludes that the Caribbean countries have many assets and also some liabilities.
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Cannon, Mariah, and Pauline Oosterhoff. Bonded: Life Stories from Agricultural Communities in South-Eastern Nepal. Institute of Development Studies (IDS), June 2021. http://dx.doi.org/10.19088/clarissa.2021.003.

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In the Terai region of South-Eastern Nepal, there persists a form of agricultural bonded labour called Harwa-Charwa, rooted in agricultural feudal social relations. The Terai has a long and dynamic political history with limited employment opportunities and high levels of migration. This paper is an external qualitative analysis of over 150 life stories from individuals living in an area with high levels of bonded labour. These stories were previously analysed during a workshop through a collective participatory analysis. Both the participatory analysis and external analysis found similar mechanisms that trap people in poverty and bonded labour. The disaggregation by age in the external analysis could explain why child marriage and child labour were very important in the collective analysis but did not match the results of a baseline survey in the same geographical area that found only a few cases. The respondents were aged between 15 and 65. Child marriage and child labour had shaped the lives of the adults but have since decreased. Methodologically, the different ways of analysis diverge in their ability to differentiate timelines. The participatory analysis gives historical insights on pathways into child labour, but although some of the social norms persist this situation has changed.
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