Bibliographies thématiques / Collective bargaining – Government employees – United States

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Publié le 26 juillet 2024

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Articles de revues sur le sujet "Collective bargaining – Government employees – United States"

Block, Richard N. « Collective bargaining, competitiveness and employment in the United States ». Transfer : European Review of Labour and Research 7, n^o 4 (novembre 2001) : 697–715. http://dx.doi.org/10.1177/102425890100700412.

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This paper discusses collective bargaining in the United States over matters of job security, employment creation, and firm competitiveness. It first points out that US policy on economic issues is oriented toward facilitating the operation of markets; therefore, there is almost no public policy toward job security, employment creation, and competitiveness on which collective bargaining can build. Within the collective bargaining system, government policy merely enables unions and employers bargain over job security, employment creation, and firm competitiveness; it neither requires it nor even encourages it. Incidence of such use of collective bargaining thus varies by industry, with occasional use for competitiveness, but rare use for job creation. An exception is the automobile assembly industry, which is highlighted.

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Smith, P. Artell, et A. Wayne Owen. « Unionization in Utah's Municipalities : A “Right-to-Work” Case Study ». Public Personnel Management 15, n^o 3 (septembre 1986) : 263–79. http://dx.doi.org/10.1177/009102608601500304.

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In recent years a dramatic increase has been seen in the number of public sector employees involved in union activities. Local government entities encompass some of the most fertile union ground in the United States. This increase in public sector unionism is proportional to declines in private sector unionism. For traditionally private sector unions to compensate for membership declines, it became necessary for labor organizations to move into areas which had largely been untapped and unorganized. States, like Utah, which do not have statutes permitting the recognition of public sector employee unions, but which do have right-to-work laws, present unique problems for labor unions. This study presents the findings of a survey assessing the status of public employee unions in Utah's municipalities given the absence of a public sector bargaining statute and the presence of a right-to-work law. Key indicators include local administrators' understanding of “right-to-work,” the size and type of municipality, the frequency of collective bargaining agreements, the frequency of formal recognition of public employee groups, the relationship between the presence or absence of collective bargaining agreements and the employee dispute resolution process, collective bargaining agreements and the employee dispute resolution process, collective bargaining agreements and the employee dispute resolution process, and the municipalities' reasons for employee group recognition or non-recognition. The findings are followed by specific recommendations for action.

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Reilly, Thom, et Michael Thom. « Local Government Sick-Leave Practices : An Exploratory Study ». Review of Public Personnel Administration 37, n^o 4 (17 septembre 2015) : 492–510. http://dx.doi.org/10.1177/0734371x15605158.

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The purpose of this study was to examine paid sick leave (PSL) practices among large municipal governments in the United States. Results of a national survey suggest that over 90% of these governments offer PSL. Few reported making any post-recession changes, and in fact, most governments continue to allow employees to rollover unused sick leave from year to year, cash out unused sick leave upon termination, and/or include unused sick leave in pension calculations despite the sometimes significant cost of such policies. Documentation is required in 70% of governments, but formal auditing of PSL occurs in less than one third of responding governments. Type of government, employee classification (e.g., public safety vs. general staff), collective bargaining, and whether the government requires public hearings for public employee benefit changes were significant factors in determining certain PSL practices.

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Sun, Xiaohan. « China Collective Negotiation in COVID-19 : What We learn from a Comparative Analysis of China, the United States and Germany ». American Journal of Trade and Policy 7, n^o 2 (20 septembre 2020) : 51–64. http://dx.doi.org/10.18034/ajtp.v7i2.486.

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Labor conflicts can be solved by an efficient collective bargaining system with consensus-based. Since the economic uncertainty caused by COVID-19, employers have been shut down or have had to reduce operations drastically and many employers want to furlough or dismiss employees under certain circumstances in China. Meanwhile, many workers have lost income. Since workers have gone back to the worksite in March 2020, labor unrest has spread out in order to ask for wage arrears in the manufactory, construction, and service sectors in terms of strikes map from China Labor Bulletin. The paper targets on three different countries with top economies, and examines its bargaining models to keep industrial peace. The paper argues that China bargaining model under state-control strongly depends on government intention for intervention where there is labor unrest, and the system less focuses on self-governance which may result in a hard time to maintain industrial resources, even though the state issued the related policies to highly encouraged companies to hold a negotiation before the lay off workers, reduce wages or work time in order to be employed. While fewer polices and China traditional command-and-control regulation models could not provide an efficient approach to relief labor unrest in the pandemic, Germany's bargaining model is more flexible to provide an example for new governance and co-determination. Also, the bargaining model with sector-level reforms could do more for the United States private sectors in order to the corporation instead of adversarialism. From a comparison among three collective bargaining models, the paper concludes the approaches to protect workers’ rights from global perspectives.

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Kim, Chon-Kyun. « Exploring determinants of state employee union density in the United States ». International Journal of Public Sector Management 27, n^o 1 (7 janvier 2014) : 53–65. http://dx.doi.org/10.1108/ijpsm-06-2012-0082.

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Purpose – To explore state employee union density, this paper discusses determinants of state sector union density and then empirically examines the linkages of the determinants and state union membership in the USA. Design/methodology/approach – After operationalizing and measuring the indicators of the crucial determinants of state employee union density, this study conducts a cross-sectional analysis on state sector union density. The dependent variable used in this study is state employee union density in the USA. The independent variables used in this study are the presence of a liberal state government, the presence of collective bargaining laws, the size of a budget deficit, and an unemployment rate which could determine state sector union density. Findings – This study finds that state union density is not determined by the size of budget deficits and the presence of liberal governors but by the presence of collective bargaining laws and liberal state legislatures and unemployment rates. Additionally, this study reveals that unified governments can make a difference in state employee union density. For instance, liberal states controlling both the state executive and legislative branches have a positive impact on state employee union density, while conservative states ruling both branches have a negative impact on state union density. Originality/value – This paper analyzed pooled cross-sectional data on state employee union density in the US with regards to crucial legal, political, financial, and economic variables.

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Ban, Igor. « Cultural Challenges of BlueBird Bio Expansion into Germany ». Journal of Global Awareness 1, Fall/Winter (7 décembre 2020) : 1–11. http://dx.doi.org/10.24073/jga/1/02/06.

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BlueBird Bio is a biotechnology multinational corporation (MNC), with headquarters in Cambridge, Massachusetts, specializing in gene therapy solutions for autoimmune diseases and cancer. The company was recently approved, in Germany, for their new drug Zynteglo for the treatment of betta thalassemia. This approval opened the door for further investment in the European market, starting with the contracting of Apceth Biopharma and purchases of new land and equipment to establish a permanent residence in the country. The opening of the new European headquarters will demonstrate new challenges for BlueBird Bio, as cultural and institutional differences between the host country and parent country are quite distinctive. Some of the main differences among countries are their cultural dimensions in dealing with risk, masculinity, and indulgence. Unlike the United States, Germany is risk avert, values input of all in decision-making, and has a general attitude following the best practice approach. The US focuses on the individual dimension of a culture where employees are valued for their independence. Furthermore, the differences between governmental policies in the two countries vary strongly. The German government has strict policies on employee protection and can affect the decision making of the organization. There is also the presence of labor unions and collective bargaining; two aspects of organizational structure US-based companies are trying to avoid. BlueBird Bio is an emerging MNC, and its success depends upon its ability to recognize the differences in cultures and institutions between the countries. The company has already been exposed to multiple countries in Europe and has strong programs in employee education supplemented with strong company benefits for its employees, which is providing excellent groundwork for establishing headquarters in Germany.

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Shudra, Tamar. « Collective Bargaining ». Journal of Contemporary Law 1, n^o 1 (10 novembre 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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Walker, Alexis N. « Labor's Enduring Divide : The Distinct Path of Public Sector Unions in the United States ». Studies in American Political Development 28, n^o 2 (octobre 2014) : 175–200. http://dx.doi.org/10.1017/s0898588x14000054.

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Why did public sector unionization rise so dramatically and then plateau at the same time as private sector unionization underwent a precipitous decline? The exclusion of public sector employees from the centerpiece of private sector labor law—the 1935 Wagner Act—divided U.S. labor law and relegated public sector demand-making to the states. Consequently, public sector employees' collective bargaining rights were slow to develop and remain geographically concentrated, unequal and vulnerable. Further, divided labor law put the two movements out of alignment; private sector union density peaked nearly a decade before the first major statutes granting public sector collective bargaining rights passed. As a result of this incongruent timing and sequencing, the United States has never had a strong union movement comprised of both sectors at the height of their membership and influence.

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Chigudu, Daniel. « Collective bargaining : An analysis of hurdles and applicability in the public sector ». Journal of Governance and Regulation 4, n^o 1 (2015) : 168–74. http://dx.doi.org/10.22495/jgr_v4_i1_c2_p1.

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This article discusses the arguments against adopting collective bargaining in the public sector and its benefits. Collective bargaining in the public sector is viewed primarily as undermining democratic governance in one way and paradoxically it is seen as an essential part of democratic governance. In the former view, collective bargaining in the public sector is seen as an interference with administrative law for personal benefit to the detriment of the taxpayer. Proponents of this view argue that unionising public sector employees encourages disloyalty to the government at the expense of public welfare. In the later view, public sector collective bargaining is viewed as a fundamental human right in a pluralistic society. Advocates of this view posit that, public sector unions provide a collective voice that stimulates improvement of government services as well as sound administration of law. They also argue that, public sector collective bargaining represents public policy interests and serves as a watchdog to government’s monopoly power in employment matters. Public sector unions raise employee salaries and perks to levels higher than they would have been in the absence of collective bargaining. These two opposite views are subjected to a critical analysis in this paper, with empirical evidence for both the benefits of public sector collective bargaining and arguments against public sector unions. The article found that public sector collective bargaining depends on the socio-economic background of states although international laws favour public sector unionism.

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Seidimbek, Aibar, Muslim Khassenov et Marat Alenov. « Providing a Balance between Employers’ and Employees’ Interests through the Development of a Procedural Mechanism for Protecting Their Rights ». Access to Justice in Eastern Europe 6, n^o 2 (5 mars 2023) : 1–22. http://dx.doi.org/10.33327/ajee-18-6.2-a000202.

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Background: This article presents a study of the theoretical and practical aspects of balancing the interests of employers and employees in the context of Kazakhstan and the United States. The core purpose was to develop such mechanisms that can aid in balanced employer-employee relations in Kazakhstan. The article analyses the role of legal codes and frameworks for the elimination of imbalance in disputed employment relations. Methods: A qualitative study was conducted and the relevant legislation, codes and extant literature related to the rights of employees and employers were explored, which included ILO documents and relevant research articles. The article investigates Kazakhstan’s and United States’ labour code and legislation to determine the applicable procedural mechanisms for balancing the interests of employers and employees. Results and Conclusions: On the basis of this study, a number of recommendations have been developed, aimed at protecting the interests of both employers and employees. In particular, the article presents a procedural developed mechanism based on three aspects of employment relations: social dialogue, collective bargaining and dispute resolution aimed at securing the rights and interests of both parties. The developed mechanisms not only facilitate mutually beneficial decisions appealing to the interests of employees and employers via social dialogue and collective bargaining agreements but also aim to reduce the number of labour disputes in the courts in the future with alternative resolution mechanisms.

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Thèses sur le sujet "Collective bargaining – Government employees – United States"

Wilson, Marie Elaine. « Collective bargaining in higher education : A model of statutory constraint ». Diss., The University of Arizona, 1990. http://hdl.handle.net/10150/185108.

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This dissertation explores the impact of the state public sector legal environment as a determinant of the governance content of faculty collective bargaining agreements. Using content analysis, the legal environment and contractual content are reduced to quantities that may be explored through the lens of population ecology. Legal environment is determined to have a significant impact on the development of contractual content and individual factors of governance and statutory form are identified. Specifically, the statutory scope language and reservation of management rights are seen as the primary environmental forces determining policy and rule issues in contractual content. Further, the relevant temporal element for an ecological model appears to be the tenure of public sector bargaining in each state. National affiliation, institutional type and other temporal variables do not have a significant impact on governance language. Implications and directions for further research are discussed.

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Livres sur le sujet "Collective bargaining – Government employees – United States"

1943-, Lewin David, et Lewin David 1943-, dir. Public sector labor relations : Analysis and readings. 3^e éd. Lexington, Mass : Lexington Books, 1988.

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Administration, United States Veterans. Labor-management agreement between the Veterans Admininstration and the Council of Veterans Administration Locals, National Federation of Federal Employees. Washington, D.C : The Administration, 1986.

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United States. Federal Aviation Administration, dir. Collective bargaining agreement between the National Association of Government Employees SEIU/AFL-CIO and the Federal Aviation Administration, Department of Transportation. [Washington, D.C.?] : The Administration, 1998.

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1945-, Rabin Jack, dir. Handbook of public sector labor relations. New York : M. Dekker, 1994.

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United States. Health Care Financing Administration. Supplement to the master agreement between the Health Care Financing Administration and the American Federation of Government Employees. [Washington, D.C. ? : The Administration, 1988.

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United States. Congress. Senate. Committee on Health, Education, Labor, and Pensions. Public Safety Employer-Employee Cooperation Act of 1999 : Hearing of the Committee on Health, Education, Labor, and Pensions, United States Senate, One Hundred Sixth Congress, second session, on S. 1016 ... July 25, 2000. Washington : U.S. G.P.O., 2000.

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Subcommittee, United States Congress House Committee on Government Operations Employment and Housing. Federal sector labor-management dispute resolutions : Hearing before a subcommittee of the Committee on Government Operations, House of Representatives, One Hundredth Congress, first session, November 5, 1987. Washington : U.S. G.P.O., 1988.

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United States. Congress. House. Committee on Government Operations. Employment and Housing Subcommittee. Federal sector labor-management dispute resolutions : Hearing before a subcommittee of the Committee on Government Operations, House of Representatives, One Hundredth Congress, first session, November 5, 1987. Washington : U.S. G.P.O., 1988.

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Chapitres de livres sur le sujet "Collective bargaining – Government employees – United States"

Smiley, Erica, et Sarita Gupta. « Workplace Democracy does not happen by Accident ». Dans The Future We Need, 20–35. Cornell University Press, 2022. http://dx.doi.org/10.7591/cornell/9781501764813.003.0003.

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This chapter looks at the collective bargaining's history in order to show its important role in the national life, including how and why access to collective bargaining in some arenas today are enjoyed. It discusses what experience says about how the benefits of collective bargaining can be spread more widely. It also covers the story of the Black washerwomen of Atlanta who organized themselves during the 1880s. The movement of the Black washerwomen and other pioneering efforts were crucial building blocks in the foundation that would go on to support the institutions of organized labor that would later help codify the practices of organizing and collective bargaining in the United States. The chapter talks about how the movements illustrate the core truth that the right to organize and demand collective bargaining is not established by benevolent government officials or forward-thinking employers.

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Smiley, Erica, et Sarita Gupta. « Collective Bargaining ». Dans The Future We Need, 11–19. Cornell University Press, 2022. http://dx.doi.org/10.7591/cornell/9781501764813.003.0002.

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This chapter explains the basic idea of collective bargaining. It considers collective bargaining as a powerful tool that workers can use to assert their rights, share in governance of the institutions they are part of, and reshape rules, processes, policies, and systems to bring about greater fairness and better lives for all. It also describes collective bargaining as a practice that people can use to transform the ways in which neighborhoods, cities, school and health-care systems, government agencies, and multinational corporations behave. The chapter looks at some facts about the antilabor bias that permeates too many corners of the educational system and the mass media in the United States. It emphasizes how the realities of collective bargaining is an essential foundation to considering how this powerful tool can be used to improve the lives of people.

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Jones, William P. « The Road to Memphis ». Dans Public Workers in Service of America, 130–48. University of Illinois Press, 2023. http://dx.doi.org/10.5622/illinois/9780252045172.003.0007.

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This chapter examines how Southern sanitation workers transformed public sector unionism in the United States between the 1940s and the 1960s. While the 1968 Memphis sanitation strike is well known as a turning point in the African American civil rights movement, due largely to the assassination of Martin Luther King Jr. and the alliance between civil rights and labor activists during and after the strike, that moment was one flash point in a long history of militancy by African American public employees in the South. By engaging in strikes and demanding collective bargaining rights in an era when most public sector unions rejected both as overly militant, Black workers set the stage for a broader movement of public employee unionism in the 1960s and 1970s.

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Hahamovitch, Cindy. « Conclusion ». Dans No Man's Land. Princeton University Press, 2011. http://dx.doi.org/10.23943/princeton/9780691102689.003.0012.

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This concluding chapter considers the possibilities for change and improvement over current iterations of guestworker programs in the United States. If the history of guestworkers in the country demonstrates anything, this chapter argues, it is that guestworker programs are not an alternative to illegal immigration. Rather, the two systems of recruiting foreign labor have always existed in symbiosis. But can such an oppressive situation be reformed? The chapter turns to a few solutions; such as the adoption of the European guestworker programs of the 1950s and 1960s, collective bargaining and advocacy work, government intervention and worker vigilance, and finally and most importantly, immigration reform.

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Rapports d'organisations sur le sujet "Collective bargaining – Government employees – United States"

Lazonick, William. Investing in Innovation : A Policy Framework for Attaining Sustainable Prosperity in the United States. Institute for New Economic Thinking Working Paper Series, mars 2022. http://dx.doi.org/10.36687/inetwp182.

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“Sustainable prosperity” denotes an economy that generates stable and equitable growth for a large and growing middle class. From the 1940s into the 1970s, the United States appeared to be on a trajectory of sustainable prosperity, especially for white-male members of the U.S. labor force. Since the 1980s, however, an increasing proportion of the U.S labor force has experienced unstable employment and inequitable income, while growing numbers of the business firms upon which they rely for employment have generated anemic productivity growth. Stable and equitable growth requires innovative enterprise. The essence of innovative enterprise is investment in productive capabilities that can generate higher-quality, lower-cost goods and services than those previously available. The innovative enterprise tends to be a business firm—a unit of strategic control that, by selling products, must make profits over time to survive. In a modern society, however, business firms are not alone in making investments in the productive capabilities required to generate innovative goods and services. Household units and government agencies also make investments in productive capabilities upon which business firms rely for their own investment activities. When they work in a harmonious fashion, these three types of organizations—household units, government agencies, and business firms—constitute “the investment triad.” The Biden administration’s Build Back Better agenda to restore sustainable prosperity in the United States focuses on investment in productive capabilities by two of the three types of organizations in the triad: government agencies, implementing the Infrastructure Investment and Jobs Act, and household units, implementing the yet-to-be-passed American Families Act. Absent, however, is a policy agenda to encourage and enable investment in innovation by business firms. This gaping lacuna is particularly problematic because many of the largest industrial corporations in the United States place a far higher priority on distributing the contents of the corporate treasury to shareholders in the form of cash dividends and stock buybacks for the sake of higher stock yields than on investing in the productive capabilities of their workforces for the sake of innovation. Based on analyzes of the “financialization” of major U.S. business corporations, I argue that, unless Build Back Better includes an effective policy agenda to encourage and enable corporate investment in innovation, the Biden administration’s program for attaining stable and equitable growth will fail. Drawing on the experience of the U.S. economy over the past seven decades, I summarize how the United States moved toward stable and equitable growth from the late 1940s through the 1970s under a “retain-and-reinvest” resource-allocation regime at major U.S. business firms. Companies retained a substantial portion of their profits to reinvest in productive capabilities, including those of career employees. In contrast, since the early 1980s, under a “downsize-and-distribute” corporate resource-allocation regime, unstable employment, inequitable income, and sagging productivity have characterized the U.S. economy. In transition from retain-and-reinvest to downsize-and-distribute, many of the largest, most powerful corporations have adopted a “dominate-and-distribute” resource-allocation regime: Based on the innovative capabilities that they have previously developed, these companies dominate market segments of their industries but prioritize shareholders in corporate resource allocation. The practice of open-market share repurchases—aka stock buybacks—at major U.S. business corporations has been central to the dominate-and-distribute and downsize-and-distribute regimes. Since the mid-1980s, stock buybacks have become the prime mode for the legalized looting of the business corporation. I call this looting process “predatory value extraction” and contend that it is the fundamental cause of the increasing concentration of income among the richest household units and the erosion of middle-class employment opportunities for most other Americans. I conclude the paper by outlining a policy framework that could stop the looting of the business corporation and put in place social institutions that support sustainable prosperity. The agenda includes a ban on stock buybacks done as open-market repurchases, radical changes in incentives for senior corporate executives, representation of workers and taxpayers as directors on corporate boards, reform of the tax system to reward innovation and penalize financialization, and, guided by the investment-triad framework, government programs to support “collective and cumulative careers” of members of the U.S. labor force. Sustained investment in human capabilities by the investment triad, including business firms, would make it possible for an ever-increasing portion of the U.S. labor force to engage in the productive careers that underpin upward socioeconomic mobility, which would be manifested by a growing, robust, and hopeful American middle class.

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