Bibliographies thématiques / Trade union representation

Littérature scientifique sur le sujet « Trade union representation »

Auteur : Grafiati
Publié le 11 mars 2023

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Articles de revues sur le sujet "Trade union representation"

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Hagen, Inger Marie, et Ragnhild Steen Jensen. « Trade union representatives from ethnic minorities. Representation revisited ». Transfer : European Review of Labour and Research 25, no 4 (22 octobre 2018) : 437–50. http://dx.doi.org/10.1177/1024258918800214.

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The Nordic countries have experienced major labour immigration since the EU enlargement round in 2004. Recruiting workers from ethnic minorities is a major challenge for all Nordic trade unions. Less attention has been directed towards the need also to integrate these members inside the unions, for example, by having them serve as trade union representatives at different levels in companies, as well as in the unions. A glance at the top positions in the Swedish, Danish and Norwegian trade unions reveals an almost all-white picture. There is considerable imbalance between the number of ethnic minority trade union members and the number of ethnic minority representatives. This article argues that looking into the concept of representation, and especially the features attributed to trade union representatives and how these features are perceived, enables us to investigate the mismatch between trade union density and trade union representatives among employees from different ethnic minorities.
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Pavlovskaya, O. Yu. « Digital Unions. Right to Association and Representation : New Challenges ». Voprosy trudovogo prava (Labor law issues), no 01 (22 janvier 2022) : 56–61. http://dx.doi.org/10.33920/pol-2-2201-07.

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The article is devoted to the issue of ensuring the right to representation and the right to unite employees by creating digital trade unions. The analysis of the practice of the Trade Union of Public Education and Science Workers of the Russian Federation on the transition to a single electronic database (platform) leads the author to the conclusion that the digital trade union in modern conditions is an effective means of implementing the statutory functions and protecting the social and labor rights of trade union members. The article also reflects the problems of creating digital trade unions at enterprises using non-standard forms of employment: the majority of non-standard employees are not members of a trade union, which deprives them of the opportunity for appropriate protection from trade union organizations. And with the growth of non-standard forms of employment, there is a reduction in solidary participants in labor relations, and a reduction in subsidiary ones. In addition, there is a tendency to reduce the total number of trade union organizations, as clearly evidenced by trade union statistics.
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Meer, Marc Van Der, Roos Van Os Van Den Abeelen et Jelle Visser. « The focus of the new trade union. Opinions of members and non-members regarding social differences and trade union priorities in the Netherlands ». Transfer : European Review of Labour and Research 15, no 3-4 (août 2009) : 439–60. http://dx.doi.org/10.1177/10242589090150031401.

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Trade union legitimacy at national level is increasingly coming under pressure due to the new social challenges arising from the shifting of decision making from national to both international and decentralised levels. In this article we discuss representative opinion research on the social differences perceived by Dutch citizens and the priorities on which trade unions should focus. This allows us to relate the emerging criticisms of the unbalanced composition of Dutch trade union membership to issues of ‘positive’ coordination and policy-making legitimacy in light of internal trade union democracy and the representation of younger labour market cohorts.
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Cabeza Pereiro, Jaime. « Representation, Trade Union Activity And Technologies ». Oñati Socio-legal Series 9, no 1 (1 avril 2019) : 96–108. http://dx.doi.org/10.35295/osls.iisl/0000-0000-0000-1014.

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Labour relations have been hit deeply by information and communication technologies (ICT). A wide bibliography has described this impact on all the working conditions and in all the circumstances that surround subordinate work. However, less attention has been devoted to the realm of trade union activity, representation, participation and involvement rights, collective bargaining and industrial action. All that huge field has to be re-thought from the point of view of the technological footprint as well. It is a discussion about strategies and adaptation to the current ways of information and communication. Consequently, a problem of adaptation of labour relations players to those channels. This paper tries to answer briefly to some of those questions taking the Spanish system as an example when necessary. Spanish legislation and case-law are described and criticized as long it is necessary for the overall discussion but taking into consideration the globalized literature on this subject. Las relaciones laborales han sido fuertemente afectadas por las TIC. Una amplia bibliografía ha descrito este impacto en todas las condiciones de trabajo y en todas las circunstancias que rodean el trabajo subordinado. Sin embargo, se ha prestado menos atención al ámbito de la actividad sindical, de los derechos de representación, participación e implicación, negociación colectiva y conflicto. Todo este vasto campo también debe ser reinterpretado desde el punto de vista de la huella tecnológica. Es, antes que nada, un debate sobre estrategias y sobre adaptación de los canales actuales de información y comunicación y, en consecuencia, un problema de adaptación de los actores de las relaciones laborales a esos cauces. Este artículo pretende responder brevemente a algunas de esas cuestiones, tomando como ejemplo el sistema español. Se describen y critican la legislación y la jurisprudencia españolas, pero se toma en consideración la literatura global sobre el tema.
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Klikauer, Thomas. « Trade union shopfloor representation in Germany ». Industrial Relations Journal 35, no 1 (janvier 2004) : 2–18. http://dx.doi.org/10.1111/j.1468-2338.2004.00297.x.

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Pernicka, Susanne. « Trade union representation of contingent workers in further education in the UK and Austria ». Transfer : European Review of Labour and Research 15, no 3-4 (août 2009) : 461–80. http://dx.doi.org/10.1177/10242589090150031501.

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The subject of this article is trade union strategies for contingent workers. On the assumption that trade unions’ strategic responses vary in accordance with their national institutional contexts, we compare Austria and the UK in the area of further education. In both countries, we found various trade union strategies for dealing with the growing heterogeneity of members and potential members of trade unions in further education. From a cross-country perspective, however, we found some evidence that the spread of contingent work might lead to a convergence of union strategies and a reduction of the influence on their behaviour of national institutions.
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Melnychuk, N. « PECULIARITIES OF TERMINATION OF LABOR CONTRACT WITH THE LEADER OF LEGAL ENTITY ON REQUEST OF ELECTIVE BODY OF PRIMARY TRADE UNION ORGANIZATION ». Social Law, no 2 (27 avril 2019) : 63–68. http://dx.doi.org/10.37440/soclaw.2019.02.09.

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The article discusses some aspects of the process of termination of the employment contract with the head of the enterprise, institution or organization at the request of the elected body of primary trade union organization (trade union representative). It is noted that the requirement to terminate the employment contract with the director does not terminate employment contract by itself, but obliges the employer to terminate it. Carried out the analysis of the distinctive features of the consideration of the proposal of the trade union body regarding the termination of the employment contract with the head of the legal entity on the Draft Labor Code. The innovations of the bill are recognized as justified, timely, such that they correspond to the modern level of development of labor relations and called upon to balance the interests of the parties to the employment contract. A number of features that need improvement have been identified, namely: 1) consolidation of the obligation to consider the representation of the trade union for its validity; 2) the need to assess the severity of violations of labor legislation, collective agreements and contracts, the Law of Ukraine "On Trade Unions, their Rights and Guarantees"; 3) Elimination of the obligation of the employer to appeal against the requirement of the primary trade union organization (trade union representative) as a condition for stopping the execution. The author of the article notes that the determination of the nature of the violation by the head of the enterprise, institution, organization of labor legislation will contribute to the effectiveness of sanctioning legal norms, and the abolition of the obligation of the employer to appeal the requirement of the primary trade union organization (trade union representative) to the court will make it possible to prevent abuse of their rights by the trade unions.
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Kornelakis, Andreas, et Horen Voskeritsian. « Getting together or breaking apart ? Trade union strategies, restructuring and contingent workers in Southern Europe ». Economic and Industrial Democracy 39, no 2 (29 février 2016) : 357–75. http://dx.doi.org/10.1177/0143831x15627500.

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The article considers the strategies of trade unions towards the representation of call centre workers. Using a comparative case study, it examines the divergent union responses to the growth of contingent labour by looking at the telecommunications industries in Italy and Greece. Although the trade unions in Italy pursued inclusive strategies embracing the call centre workers and negotiating the restructuring of the whole sector, the unions in Greece followed a policy of exclusion leaving call centre workers outside representation and negotiating their internal restructuring. The article argues that the different union identities, and the diverse power resources and internal organizational politics help explain the variation in the trade unions’ strategic responses.
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Walters, David. « Trade Unions and the Effectiveness of Worker Representation in Health and Safety in Britain ». International Journal of Health Services 26, no 4 (octobre 1996) : 625–41. http://dx.doi.org/10.2190/7hna-uc0t-lu1b-r9p1.

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A feature of British legislation on employee representation in health and safety is its restriction to recognized trade unions. This has made British provisions unique within the European Union. New legislative provisions are under consultation and are likely to widen the existing Safety Representatives and Safety Committees Regulations. The approach of the proposed regulations raises a number of questions about the determinants of effectiveness of worker representation in health and safety that are discussed in this article. The significance of trade union support for representation in health and safety is shown to play an important role in determining the effectiveness of health and safety representatives, both through the role of trade unions within the workplace and through their ability to provide support for representation through training and information. Trends in national economies and employment patterns in Europe mean that trade unions' influence is diminishing, but their supportive role in health and safety representation has not been replaced by any alternative form of employee organization. The proposed new British Regulations are discussed in the light of these observations.
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Ngulumbu, Benjamin Musembi, et Fanice Waswa. « Abdul, G., A., & ; Sehar, S. (2015). Conflict management and organizational performance : A case study of Askari Bank Ltd. Research Journal of Finance and Accounting. 6(11), 201. Adhiambo, R., & ; Simatwa, M. (2011). Assessment of conflict management and resolution in public secondary schools in Kenya : A case study of Nyakach District. International Research Journal 2(4), 1074-1088. Adomi, E., & ; Anie, S. (2015). Conflict management in Nigerian University Libraries. Journal of Library Management, 27(8), 520-530. https://doi.org/10.1108/01435120610686098 Amadi, E., C., & ; Urho, P. (2016). Strike actions and its effect on educational management in universities in River State. Kuwait Chapter of Arabian Journal of Business and Management Review, 5(6), 41-46. https://doi.org/10.12816/0019033 Amah, E., & ; Ahiauzu, A. (2013). Employee involvement and organizational effectiveness. Journal of Management Development, 32(7), 661-674. https://doi.org/10.1108/JMD-09-2010-0064 Amegee, P. K. (2010). The causes and impact of labour unrest on some selected organizations in Accra. University of Ghana Awan, A., G., & ; Anjum K. (2015). Cost of High Employees turnover Rate in Oil industry of Pakistan, Information and Knowledge Management, 5 (2), 92- 102. Bernards, N. (2017). The International Labour Organization and African trade unions : tripartite fantasies and enduring struggles. Review of African Political Economy, 44(153), 399-414. https://doi.org/10.1080/03056244.2017.1318359 Blomgren Amsler, L., Avtgis, A. B., & ; Jackman, M. S. (2017). Dispute System Design and Bias in Dispute Resolution. SMUL Rev., 70, 913. Boheim, R., & ; Booth, A. (2004). Trade union presence and employer provided training in Great Britain industrial relations 43 : pp 520-545. https://doi.org/10.1111/j.0019-8676.2004.00348.x Bryson, A., & ; Freeman, R. B. (2013). Employee perceptions of working conditions and the desire for worker representation in Britain and the US. Journal of Labor Res 34(1), 1–29. https://doi.org/10.1007/s12122-012-9152-y Buccella, D., & ; Fanti, L. (2020). Do labour union recognition and bargaining deter entry in a network industry ? A sequential game model. Utilities Policy, 64, 101025. https://doi.org/10.1016/j.jup.2020.101025 Constitution, K. (2010). Government printer. Kenya : Nairobi. Cortés, P. (Ed.). (2016). The new regulatory framework for consumer dispute resolution. Oxford University Press. https://doi.org/10.1093/acprof:oso/9780198766353.001.0001 Creighton, B., Denvir, C., & ; McCrystal, S. (2017). Defining industrial action. Federal Law Review, 45(3), 383-414. Daud, Z., & ; Bakar, M. S. (2017). Improving employees' welfare. European Journal of Industrial Relations, 25(2), 147-162. Deery, S., J., Iverson, R., D., & ; Walsh, J. (2010). Coping strategies in call centers : Work Intensity and the Role of Co-workers and Supervisors. International Journal of employment relations, 48(1), 189-200. https://doi.org/10.1111/j.1467-8543.2009.00755.x Durrani, S. (2018). Trade Unions in Kenya's War of Independence (No. 2). Vita Books. https://doi.org/10.2307/j.ctvh8r4j2 Dwomoh, G., Owusu, E., E., & ; Addo, M. (2013). Impact of occupational health and safety policies on employees’ performance in the Ghana’s timber industry : Evidence from Lumber and Logs Limited. International Journal of Education and Research, 1 (12), 1-14. Edinyang, S., & ; Ubi, I. E. (2013). Studies secondary school students in Uyo Local government area of AkwaIbom State, Nigeria. Global Journal of Human Resource Management, 1(2), 1-8. Ewing, K., & ; Hendy, J. (2017). New perspectives on collective labour law : Trade union recognition and collective bargaining. Industrial Law Journal, 46(1), 23-51. https://doi.org/10.1093/indlaw/dwx001 Fitzgerald, I., Beadle, R., & ; Rowan, K. (2020). Trade Unions and the 2016 UK European Union Referendum. Economic and Industrial Democracy. https://doi.org/10.1177/0143831X19899483 Gall, G., & ; Fiorito, J. (2016). Union effectiveness : In search of the Holy Grail. Economic and Industrial Democracy, 37(1) 189211. https://doi.org/10.1177/0143831X14537358 Gathoronjo, S. N. (2018). The Ministry of labour on the causes of labour disputes in the public sector. University of Nairobi. Iravo, M. A. (2011). Effect of conflict management in performance of public secondary schools in Machakos County, Kenya. Kenyatta University. Jepkorir, B. M. (2014). The effect of trade unions on organizational productivity in the cement manufacturing industry in Nairobi. University of Nairobi. Kaaria, J. K. (2019). Trade Liberalization and Export Survival In Kenya. University of Nairobi. Kaburu, Z. (2010). The relationship between terms and conditions of service and motivation of domestic workers in Nairobi. University of Nairobi. Kambilinya, I. (2014). Assessment of performance of trade unions. Master’s Thesis Submitted to University of Malawi. Kamrul, H., Ashraful, I., & ; Arifuzzaman, M. (2015). A Study on the major causes of labour unrest and its effect on the RMG sector of Bangladesh. International Journal of Scientific & ; Engineering Research, 6 (11). Kazimoto, P. (2013). Analysis of conflict management and leadership for organizational change. International Journal of Research in Social Sciences, 3(1), 16-25. Khanka, I. (2015). Industrial relations in Tanzania. University of Dar-es-salaam. Kisaka, C. L. (2010). Challenges facing trade unions in Kenya. Master’s Thesis Submitted to University of Nairobi. Kituku, M. N. (2015). Influence of conflict resolution strategies on project implementation. A Case of Titanium Base Limited Kwale County Kenya. University of Nairobi. Kmietowicz, Z. (2016). Ballot on industrial action by GPs averted as government accepts BMA’s demands. https://doi.org/10.1136/bmj.i4619 KNHCR (2020). Key Business and Human Rights Concerns in Kenya. Retrieved from http://nap.knchr.org/NAP-Scope/Key-Business-and-Human-Rights-Concerns-in-Kenya. Magone, J. (2018). Iberian trade unionism : Democratization under the impact of the European Union. Routledge. https://doi.org/10.4324/9781351325684 Menkel-Meadow, C. J., Porter-Love, L., Kupfer-Schneider, A., & ; Moffitt, M. (2018). Dispute resolution : Beyond the adversarial model. Aspen Publishers. Mlungisi, E. T. (2016). The liability of trade unions for conduct of their members during industrial action. MoLSP (2020). Ministry of Labor and Social Protection, Registrar of Trade Unions. Retrieved from https://labour.go.ke/department-of-trade-unions/ Msila, X. (2018). Trade union density and its implications for collective bargaining in South Africa. University of Pretoria. Mulima, K. J. (2017). Trade Union Practices on Improvement of Teachers Welfare. University of Nairobi). Năstase, A., & ; Muurmans, C. (2020). Regulating lobbying practices in the European Union : A voluntary club perspective. Regulation & ; Governance, 14(2), 238-255. https://doi.org/10.1111/rego.12200 Otenyo, E. E. (2017). Trade unions and the age of information and communication technologies in Kenya. Lexington Books. Powell, J. (2018). Towards a Marxist theory of financialised capitalism. https://doi.org/10.1093/oxfordhb/9780190695545.013.37 Razaka, S. S., & ; Mahmodb, N. A. K. N. (2017). Trade Union Recognition in Malaysia : Transforming State Government’s Ideology. Proceeding of ICARBSS 2017 Langkawi, Malaysia, 2017(29th), 175. » Journal of Strategic Management 6, no 1 (22 janvier 2022) : 43–58. http://dx.doi.org/10.53819/81018102t2041.

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

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Looker, Gerard. « Trade union organisers in trade union organising strategies : building workplace unionism or reinforcing bureaucracy ». Thesis, De Montfort University, 2015. http://hdl.handle.net/2086/12104.

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This thesis considers the role of union full time officers in union organising strategies. Two decades of promoting union organising influenced by models developed by the AFL-CIO, has failed to arrest the decline of UK trade unions let alone produce evidence of renewal. Focusing mainly on one region in the UKs largest public sector trade union, Unison, the research provides for a detailed account of how organising strategies affect union work, presenting thick and deep data from full time officers (Regional Organisers), Regional Management, Senior National Officials, other Unison staff and lay representatives. The research focuses on the previously neglected role of full time officers in union organising strategies and considers how such strategies can change both the role of the full time officer and relations with other union constituencies. The research contributes to the ongoing study of trade union attempts to renew in the cold climate of globalisation and neo-liberalism. In doing so it also considers the much ignored area of the role of union bureaucracy in union organising strategies and the potential distortion or opposition it may present. Consequently the research also synthesises literature on union organising with classical theories of trade unions. Unison embraced the TUC’s promotion of grassroots organising and, it has been claimed, has been transformed into an organising union. The research questions this judgement by revealing a disconnection between organising strategies from workplace realities, resulting in an increasing managerialism and attempts to extend control over full time officers. A key consequence of these developments is the deterioration in the ability of Unison to represent members, both collectively and individually, leading to a potential crisis in representational capacity and ability providing the prospect for further union decline.
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McBride, Anne. « Re-shaping trade union democracy : developing effective representation for women in UNISON ». Thesis, University of Warwick, 1997. http://wrap.warwick.ac.uk/3677/.

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The under-representation of women and over-representation of men in trade unions raises questions as to why it occurs, its consequences for women and how it can be overcome. This thesis engages with these questions. It indicates the dominant ideologies and institutions which underpin the dominant male model of trade unions and discusses strategies designed to change the 'rules of the game'. The creation of UNISON on 1st July 1993 provides a research site in which to study the extent to which trade union democracy can be deliberately re-shaped so as to reflect the interests of women. UNISON represents 1.3 million workers within the public service sector, two-thirds of whom are women. It has been the express intention of UNISON to achieve gender democracy through empowering its women members to participate in its representative structures. In particular, the adoption of three key principles in the rule book: proportionality for women, fair representation at all levels and self-organisation for four disadvantaged groups, is intended to have a significant impact on the nature of women's involvement in the union. This thesis contains extensive case study material collected within UNISON over a two year period, ending November 1995. It reveals the opportunities which the three rule book commitments provide for effective representation by women in UNISON. By excluding men so that women can take the majority of representative positions, proportionality and fair representation change the predominant values and beliefs of trade union democracy. By providing opportunities for women to determine their own agenda, in the absence of men, self-organisation challenges the ideology that union strength is based on unity and common interests. However, the dominant model of trade unionism is not being re-shaped without tension or resistance. This thesis argues that ideologies and institutions remain which prevent women's access to representative structures being translated into the discussion of women's concerns in UNISON's decision making arena. VII
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Tai, Hsiao-Hui. « The transition of trade unions in Taiwan : from paternalistic autonomy to responsibility for collective union and non-union representation ». Thesis, London School of Economics and Political Science (University of London), 2017. http://etheses.lse.ac.uk/3545/.

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Paternalistic employment relations have been a tradition supported by the government in Taiwan whilst trade unions were brought in to support political development and economic growth. The government promulgated a ‘harmony culture’ in order to control employment relations, and in the 1980s set up the campaign of the ‘factory as one family, factory as one school’ to encourage employers to inculcate paternalistic beliefs in their employees’ everyday working lives. Authority, benevolence and morality, the characteristics of paternalistic management, make workers docile and loyal to management and stunt the sense of collective identity. This qualitative research selects one primary case, a privatised enterprise SteelCo and its union Steel-U, to conduct participant observation, in-depth interviews with union officers, labour representatives and management, surveys of union members, and documentary analysis of official documents and meeting minutes. One supplementary case is a state-owned enterprise SugarCo with its union Sugar-U; this mainly involved in-depth interviews with union representatives and limited access to some documents. Corporate trade unions take advantage of the paternalistic tradition to gradually develop their organisations as recognised by employers. Implementing nonunion representation is a practice of paternalistic ideology, offering trade unions another platform on which to work with management. Workers identify both themselves and the trade union as parts of the enterprise family rather than seeing the union as an agent of collectivity. The union has to be a service provider offering welfare and benefits to attract members before triggering any mobilisation. To conclude, paternalism has helped corporate trade unions to establish themselves in state-owned and privatised workplaces, and empowered trade unions to engage legitimately, effectively and autonomously in workplace affairs. To revitalise themselves from the paternalistic ideology, trade unions are expected to take the route of partnering unionism with the manipulation of nonunion representation in a top-down process of shaping labour’s collective identity.
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Adolfsson, Maja, et Anneli Lundmark. « FIXED-TERM CONTRACTS, TRADE UNION REPRESENTATION AND EMPLOYER-PAID TRAINING : A Comparative Multilevel Analysis Across 35 European Countries ». Thesis, Umeå universitet, Sociologiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-163117.

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This thesis examines the moderating role of trade union representation in addressing the gap in employer-provided training between permanent workers and workers with fixed-term contracts (FTCs) from a cross-country, comparative perspective. The impact of trade union representation is measured on two different levels: (1) access to trade union representation at the workplace at the individual-level (2) average trade union representation at the country-level, measured as trade union power. The statistical analyses are performed using data from the 2015 European Working Conditions Survey (EWCS) and multilevel modelling. Our result suggests that, across the European countries, workers with FTCs receive less employer-paid training than permanent workers. Regarding the impact of trade union representation, statistically significant result is found only at the individual-level, where access to trade union representation increases employer-paid training regardless of employment contract. For the interaction between access to trade union representation at the individual-level and FTC, no significant relationship is found. However, the models with the cross-level interaction between trade union power and FTC indicate that employer-paid training increases for permanent workers only. Our findings suggest that trade union representation at the workplace could operate as an equalizer between permanent workers and FTC workers, while at the country-level, their lobbying effect is beneficial for permanent workers only
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Al-Malki, Gunnarsson Nadja. « Missing people : En kvalitativ text- och bildanalys om representation och vithetsnormer på omslagen av Kommunalarbetaren år 2017 ». Thesis, Södertörns högskola, Genusvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-44467.

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The purpose of this essay is to examine how racialized workers are represented in the magazine Kommunalarbetaren which is a part of the Swedish trade union Kommunal. The covers from twenty issues of this magazine published in 2017 were analyzed to study if the representation of these workers was affected by discourses of white normativity. The study is based on theories of intersectionality by Kimberlé Crenshaw and representations and stereotypification by Stuart Hall. My result shows how work is exposed as something white people do and with dichotomies where one is represented as either white, Swedish worker or as a refugee, the latter having vague subject position and as someone who recently arrived in Sweden. The presence, participation and labour of people of color seem to be missing and be a blind spot for the magazine.
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Boldrin, Paulo Henrique Martinucci. « Representação sindical dos trabalhadores no atual modelo de organização sindical brasileiro : análise das greves sem a presença do sindicato da categoria ». Universidade de São Paulo, 2017. http://www.teses.usp.br/teses/disponiveis/107/107131/tde-06022019-090535/.

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A greve é um instrumento de força e pressão dos trabalhadores, constituindo um mecanismo de autotutela. O ordenamento jurídico brasileiro o reconhece como um direito constitucional e prevê a participação dos sindicatos para a sua deflagração. Entretanto, constatam-se greves que foram iniciadas sem a sua presença, objetivando a busca de melhores condições de trabalho e a defesa de posições contrárias ao sindicato da categoria. Nesse sentido, o presente trabalho tem como objetivo geral verificar se as greves sem a presença do sindicato da categoria decorrem da representação sindical dos trabalhadores prevista no atual modelo de organização sindical brasileiro. A pesquisa se pauta em um estudo dogmático, que partiu da revisão bibliográfica acerca do tema e adotou referenciais de análise de conteúdo a partir de acórdãos dos Tribunais Regionais do Trabalho e do Tribunal Superior do Trabalho que versaram sobre esses movimentos grevistas. Após a seleção do universo da pesquisa, verificou-se a presença de indicativos de que a representação sindical dos trabalhadores decorrentes do modelo de organização sindical brasileiro é um fator determinante para as greves sem a presença do sindicato da categoria, especialmente pela falta de instrumentos que permitam a aferição da representatividade dos sindicatos.
The strike is a instrument of force and pressure of the workers, constituting a mechanism of self-protection. The Brazilian legal system recognizes it as a constitutional right and establishes the participation of trade unions in its outbreak. However, it was observed that strikes were initiated without the trade union presence, aiming at the search for better working conditions and the defense of opposing positions to the union of the workers category. In this sense, the research work has as general objective verify if the strikes without the presence of the union of the workers category arise from the workers union representation established in the current model of Brazilian union organization. The research is based on a dogmatic study, which started with the bibliographical review on the subject and adopted benchmarks of content analysis of judgments of the Regional Labor Courts and the Superior Labor Court that handled these striking movements. After the selection of the research universe, it was verified the presence of indications that the workers union representation resulting from the Brazilian union organization model is a determining factor for strikes without the presence of the trade union of the workers category, especially due the lack of instruments to verify the unions representativeness.
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Nieto, Rojas Patricia. « El Modelo de Representación de los Trabajadores en la Empresa en el Sistema de Relaciones Laborales Español. Algunas Ideas Para el Debate ». Derecho & ; Sociedad, 2017. http://repositorio.pucp.edu.pe/index/handle/123456789/118860.

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In the Spanish legal system, the workplace employee representation but may have certain similarities with the political representation (regulatory origin, not voluntary for the principal, democratic legitimacy) poses a specificity both the subjective perspective, to be circumscribed workers who make up the constituency, as a material arises as to represent the professional interests shared by a community of individuals united by an identical legal relationship derived from belonging to the same company. Its uniqueness is that this function can be assumed, concurrently, for two types: some representatives of elective basis; others, union base. This legal decision set a pluralistic model of subjects, but strongly interconnected functional dimension, due to differing legal natures.
En el ordenamiento jurídico español, el modelo de representación de los trabajadores en la empresa aunque pueda tener ciertas similitudes con la representación política (origen normativo y no voluntario para el representado, legitimidad democrática) plantea una especificidad tanto desde la perspectiva subjetiva, al quedar circunscrita a los trabajadores que conforman la circunscripción electoral, como material pues surge para la representación de los intereses profesionales compartidos por una colectividad de sujetos unidos por una idéntica vinculación jurídica, derivada de la pertenencia a la misma plantilla. Su singularidad es que esta función puede ser asumida, de manera concurrente, por dos tipos de sujetos: unos representantes de base electiva; otros, de base sindical, configurando con esta decisión legal un modelo pluralista de sujetos que, aunque fuertemente interconectado en su dimensión funcional, obedece a naturalezas jurídicas distintas.
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Kallis, Garth Ernest. « The legal protection of sound, scent and colour marks in South Africa : Lessons from the European Union and the United States of America ». University of the Western Cape, 2018. http://hdl.handle.net/11394/6406.

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Magister Legum - LLM (Private Law)
A trade mark is defined as a sign that is capable of distinguishing the goods or services of one enterprise from those of other enterprises. Trade marks, copyright, patents and designs are some of the forms of intellectual property. Trade marks can be divided into traditional trade marks and non-traditional trade marks. Traditional trade marks are capable of being represented graphically, for example logos, service marks or company names. Non-traditional trade marks are generally not capable of being represented graphically. Examples of these marks are inter alia, scent, taste, touch and sound marks. Technology is changing the way business is being conducted. The registration of nontraditional trade marks has grown exponentially as businesses seek to use innovative ways to protect their brands. Non-conventional trade marks may be visible signs, examples of which include colours, shapes, moving images, holograms and positions or non-visible signs such as sounds, scents, tastes, textures. Visible signs may easily be registered since they satisfy the requirement of graphical representation. Non-visible marks do not generally meet this requirement which makes their registration more complicated. An example of a registered visible non-traditional trade marks is the four finger shape of Kit Kat chocolates.
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Nyman, Robin, et Sven Berg. « En idealisk lärarroll : En didaktisk jämförande analys mellan lärarollens representation i film och facklig tidskrift under åren 1944, 1968, 1995 och 2006 ». Thesis, Linnaeus University, School of Cultural Sciences, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-6675.

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Vi har i detta arbete undersökt och analyserat hur den stereotypiske läraren representeras i de fyra svenska filmerna: Hets (1944), Ole dole doff, (1968), Lust och fägring stor (1995) och Vikarien (2006). Senare har vi genomfört en jämförande analys med hur den stereotypiske läraren representeras i tre fackliga tidskrifter ifrån samma tid: Svensk Lärartidning, Svensk Skoltidning och Skolvärlden. I vår jämförande analys fann vi stora likheter, exempelvis mellan diskursen om bristande resurser i skolan samt elevdemokrati. Vidare fann vi också skillnader, exempelvis presenterade en av filmerna en karaktär som tidsenligt inte stämde överens med hur den svenska skolan under den aktuella tiden såg på lärande, samt hur en lärare skall vara. Vår önskan är att lärare och lärarstudenter skall kunna använda denna analys för att ifrågasätta samt fundera kring sin egen lärarroll, och se likheter och skillnader i hur den idealiska läraren representeras dels inom filmens värld samt inom de fackliga tidskrifter som existerar inom skolvärlden.


We have in this study examined and analyzed how the stereotypical teacher is represented in the four Swedish movies: Torment (1944), Ole dole doff (1968), All Things Fair (1995) and The Substitute (2006). Then a comparative analysis was made, of how the stereotypical teacher is presented in three union trade journals from the same period of time: Svensk Lärartidning, Svensk Skoltidning and Skolvärlden. We found large similarities in our comparative analysis. For example, the discussion regarding the lack of resources in school, and also student democracy was analyzed. We also found differences, for example one of the movies presented a character not contemporary with the Swedish school regarding the concept of learning and how a teacher should be like. Our aim with this study is that teachers and student teachers will use this analysis to question and pounder upon their own roles as teachers’, and to se similarities and differences in how the ideal teacher is represented in movies and in union trade journals connected to the school world.

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Marinovska, Renata. « Darbo teisės subjektų atstovavimo problema darbo teisėje ». Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20090908_194046-84658.

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Siekiant išvengti socialinių konfliktų ir sudaryti realias socialinės partnerystės principo įgyvendinimo sąlygas, Lietuvos teisės sistemoje įtvirtintas darbo teisinių santykių subjektų atstovavimo institutas. Darbo tikslas yra išnagrinėti atstovavimo darbo teisėje instituto reglamentavimą Lietuvos teisės aktuose. Tačiau pagrindinis uždavinys yra išryškinti tiek darbuotojų, tiek darbdavių atstovavimo reglamentavimo trūkumus, išaiškinti pagrindines praktikoje iškylančias bei galinčias iškilti problemas, nustatyti dėl netobulo šio instituto reglamentavimo esamas spragas bei kolizines normas. Šiame darbe bus nagrinėjami tokie klausimai, kaip asociacijos laisvės principo esmės atskleidimas, be kurio nebūtų atstovavimo teisės, darbo teisės subjektų steigimo pagrindiniai principai bei didžiausias dėmesys skiriamas darbuotojų ir darbdavių atstovavimo problemoms išnagrinėti. Aptariant šiuos klausimus yra analizuojami tiek Lietuvos teisės aktai, tiek Tarptautinės darbo organizacijos konvencijų normos. Taip pat darbe trumpai aptarta darbo subjektų atstovų praktinė padėtis Lietuvoje.
Lithuania Law sistem legitimate the representation institute of Labour Law subjects to avoid social conflicts and to make real conditions to implement social partnership. The purpose of this work is to analyse the legal regulation of institution of representation of Labour Law subjects in Lithuanian national laws. However the main task is to expose shortcomings of legal regulation of the institution of the representation of employers and employees, to ascertain basic practical problems, to reveal breaches and collisions in legal regulation caused by it’s imperfection. In this work author analises a lot of questions with a view to reveal basic problems of this institute in Lithuania, examines the ways in which employee/employer relationships have changed and developed. There is aduced principle of liberty of association, which is the base of representation institute, discussed basic establishment rules of Labour Law subjects. As it was mentioned, the basic part of work describes the main problems of the representation of employee and employer. The writer considers the role of trade unions and how these have declined. There is a short review of real Labour Law subjects status in Lithuania.
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Livres sur le sujet "Trade union representation"

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McBride, Anne. Re-shaping trade union democracy : Developing effective representation for women in UNISON. [s.l.] : typescript, 1997.

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Dempsey, Jennifer. An examination of trade union equality structures to promote female members participation and representation in union activity. Dublin : University College Dublin, 1991.

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Jeremy, Waddington, dir. Restructuring representation : The merger process and trade union structural development in ten countries. Brussels : P.I.E-Peter Lang, 2005.

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Poland) Labour Unions--Current Situation and Future Perspectives (Conference) (2014 Warsaw. Trade unions and non-union employee representation in Europe : The current state of play and prospects for the future. Warszawa : Wydawnictwo C. H. Beck, 2016.

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Mathews, Elizabeth Ann. An investigation into how women's representation has impacted on trade union structures over the last twenty years. Oxford : Oxford Brookes University, 2001.

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Nightingale, Martina. Facing the challenge : Women in Victorian unions : the results of the first major survey into the representation of women in trade unions and progress on action for women members : a report. Carlton South : Victorian Trades Hall Council, 1991.

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Hege, Adelheid. Trade union identity and workplace representation : Do works-councils make a difference ? : some problems of cross-national comparison of workplace industrial relations. [Warwick] : [University of Warwick], 1996.

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Interest representation in Soviet policymaking : A case study of a West Siberian energy coalition. Boulder : Westview Press, 1987.

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Janes, Terry. The intentions versus the reality : A study of trade union education and training for women, as provided by the TUC and NALGO, and its effect on the representation of women within unions. [s.l.] : typescript, 1990.

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Labour Research Department., dir. Worker representation in Europe. London : Labour Research Department, 1998.

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Chapitres de livres sur le sujet "Trade union representation"

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Buiser, Ralph. « Trade Union Representation in the Philippines ». Dans The World of the Seafarer, 173–87. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-49825-2_14.

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AbstractThis chapter discusses the various characteristics of maritime trade unions in the Philippines within the wider context of the history of the country’s industrial relations and labour movement. The main historical focal points in the country’s labour environment and how these shaped industrial relations today is introduced in the first section. In the second section the development of seafarers’ representation in the country and the profile of their trade unions in the context of the country’s labour history is discussed. The final section concludes with a discussion of the trends and challenges faced by unions representing Filipino seafarers today.
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Haipeter, Thomas, Markus Hertwig et Sophie Rosenbohm. « Patterns of Articulation Between Transnational Workplace Employee Representatives and Trade Unions : Coordination and Trade Union Networks ». Dans Employee Representation in Multinational Companies, 225–49. Cham : Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-97559-7_6.

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Pleines, Heiko. « Representing Workers or Presenting EU Prescriptions ? Trade Unions from Post-Socialist Member States in EU Multi-Level Governance ». Dans The Challenge of Democratic Representation in the European Union, 241–55. London : Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230355828_14.

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Catalano, Ana María. « The Crisis of Trade Union Representation : New Forms of Social Integration and Autonomy-Construction ». Dans Labour Worldwide in the Era of Globalization, 27–40. London : Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1007/978-1-349-27063-7_2.

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Stoleroff, Alan. « Trade Union Representation and Industrial Relations in Portugal Before, During and Following the Economic and Financial Crises ». Dans Political Institutions and Democracy in Portugal, 167–93. Cham : Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98152-9_9.

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Loudoun, Rebecca, et David Walters. « Trade Union Strategies to Support Representation on Health and Safety in Australia and the UK : Integration or Isolation ? » Dans Workplace Health and Safety, 177–200. London : Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230250529_10.

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Beckman, Björn. « Trade Unions and Popular Representation : Nigeria and South Africa Compared ». Dans Rethinking Popular Representation, 179–95. New York : Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230102095_10.

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Schröter, Welf. « Proposals for the Future of Internal Crowdsourcing : A Trade Union-Based Approach ». Dans Contributions to Management Science, 135–38. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-52881-2_7.

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AbstractThe “FST” personnel network “Forum Soziale Technikgestaltung” (Forum for Social Forms of Technology) from the German Trade Union Confederation (DGB) of Baden-Württemberg has been examining the subjects informatization of work and digitization since 1991. More than 4600 women and men from works councils and staff councils, union representative bodies and the workforce, large companies, small- and medium-sized enterprises, the manual trades, as well as self-employed people have been involved in an exchange about their experiences in production and services and in administrations. Against this background, and drawing on the accumulated knowledge gained from experience, the following proposals for the future of internal crowdsourcing have been derived. The proposals represent a trade union-based approach.
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Underhill, Elsa. « The Decline of Trade Unions and Worker Representation ». Dans Handbook on Management and Employment Practices, 855–71. Cham : Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_40.

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Underhill, Elsa. « The Decline of Trade Unions and Worker Representation ». Dans Handbook on Management and Employment Practices, 1–17. Cham : Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_40-1.

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Actes de conférences sur le sujet "Trade union representation"

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Hodorogea, Vasile, et Tulia Maria Căşvean. « Rethinking the Communication with the Unions Members in the New Context ». Dans World Lumen Congress 2021, May 26-30, 2021, Iasi, Romania. LUMEN Publishing House, 2022. http://dx.doi.org/10.18662/wlc2021/29.

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Additional to the three main trends influencing social dialogue at the organizational level - de-centralization, up-scaling, de-institutionalization and representation – the COVID-19 pandemic rules brought a new influence that impacts the Unions, forcing it to adapt its internal communication. This paper is centred upon the way the Unions members in Romania get access to information in the new labour landscape, characterized by the work from home and physical distancing. The research focuses on a collective case-study of three strong Union Federations that developed internal communication with unions’ members that fits the pandemic context. The research focuses on the internal communication repertoire elements used by the Unions. The research method assesses the qualitative information gathered by interviewing key Unions representatives. The main areas of interest are the key topics addressed in the communication with the members, the tools and media mix used, the frequency of the formal communication with the trade unions members, the accountable and the responsible persons with the internal communication, and the management of the feedback from the members, all in the context of what is different vs. 2019. The conclusions are enriched with some recommendations for future development of communication with union members, supporting the social dialog.
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Szmitkowska, Agata. « FROM THE LUFTWAFFE HEADQUARTERS TO A SANATORIUM”. THE ARCHITECTURE OF THE HOLIDAY RESORT OF THE WARSAW EXECUTIVE BOARD OF THE TRADE UNION OF THE BOOK, PRESS AND RADIO EMPLOYEES IN GOŁDAP, MASURIA ». Dans GEOLINKS International Conference. SAIMA Consult Ltd, 2020. http://dx.doi.org/10.32008/geolinks2020/b2/v2/26.

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This article presents the architecture, origin and the vicissitudes of the holiday resort which was dedicated to employees of the state media institutions of that time and which is representative of Polish holiday centres in Poland in the 1970s. It was developed near a town called Gołdap in northern Poland in the area of the Masurian Lake District which constituted a part of German East Prussia before 1945. The centre was planned in the land which operated as the Main Headquarters of the General Command of Luftwaffe during II World War. One of the key principles assumed by the designer of the holiday resort was not only the use of the natural advantages of the place but also the maximum adaptation of the preserved facilities, the foundations of the buildings and the infrastructure of the former military complex. The unusual architecture, attractive location and the scale of the constructed complex bespoke of the investors’ considerable wealth. The history of the centre entwined closely with important events in general history and the political and economic changes which occurred in Poland after 1989 determined the decision to introduce a new function of a sanatorium to the facility. The complex was then partially reconstructed and developed. This article was based on a number of researches. A detailed analysis was made of the related archival materials and scientific publications. A comparative analysis was conducted of the architecture of the centre and other facilities used for the same purpose which had been built in the 1960s and 1970s in Poland. The required field studies and photographic documentation of all the premises were performed simultaneously.
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Rapports d'organisations sur le sujet "Trade union representation"

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Salcido, Charles, Patrick Wilson, Justin Tweet, Blake McCan, Clint Boyd et Vincent Santucci. Theodore Roosevelt National Park : Paleontological resource inventory (public version). National Park Service, mai 2022. http://dx.doi.org/10.36967/nrr-2293509.

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Theodore Roosevelt National Park (THRO) in western North Dakota was established for its historical connections with President Theodore Roosevelt. It contains not only historical and cultural resources, but abundant natural resources as well. Among these is one of the best geological and paleontological records of the Paleocene Epoch (66 to 56 million years ago) of any park in the National Park System. The Paleocene Epoch is of great scientific interest due to the great mass extinction that occurred at its opening (the Cretaceous–Paleogene extinction event), and the unusual climatic event that began at the end of the epoch (the Paleocene–Eocene Thermal Maximum, an anomalous global temperature spike). It is during the Paleocene that mammals began to diversify and move into the large-bodied niches vacated by dinosaurs. The rocks exposed at THRO preserve the latter part of the Paleocene, when mammals were proliferating and crocodiles were the largest predators. Western North Dakota was warmer and wetter with swampy forests; today these are preserved as the “petrified forests” that are one of THRO’s notable features. Despite abundant fossil resources, THRO has not historically been a scene of significant paleontological exploration. For example, the fossil forests have only had one published scientific description, and that report focused on the associated paleosols (“fossil soils”). The widespread petrified wood of the area has been known since at least the 19th century and was considered significant enough to be a tourist draw in the decades leading up to the establishment of THRO in 1947. Paleontologists occasionally collected and described fossil specimens from the park over the next few decades, but the true extent of paleontological resources was not realized until a joint North Dakota Geological Survey–NPS investigation under John Hoganson and Johnathan Campbell between 1994–1996. This survey uncovered 400 paleontological localities within the park representing a variety of plant, invertebrate, vertebrate, and trace fossils. Limited investigation and occasional collection of noteworthy specimens took place over the next two decades. In 2020, a new two-year initiative to further document the park’s paleontological resources began. This inventory, which was the basis for this report, identified another 158 fossil localities, some yielding taxa not recorded by the previous survey. Additional specimens were collected from the surface, among them a partial skeleton of a choristodere (an extinct aquatic reptile), dental material of two mammal taxa not previously recorded at THRO, and the first bird track found at the park. The inventory also provided an assessment of an area scheduled for ground-disturbing maintenance. This inventory is intended to inform future paleontological resource research, management, protection, and interpretation at THRO. THRO’s bedrock geology is dominated by two Paleocene rock formations: the Bullion Creek Formation and the overlying Sentinel Butte Formation of the Fort Union Group. Weathering of these formations has produced the distinctive banded badlands seen in THRO today. These two formations were deposited under very different conditions than the current conditions of western North Dakota. In the Paleocene, the region was warm and wet, with a landscape dominated by swamps, lakes, and rivers. Great forests now represented by petrified wood grew throughout the area. Freshwater mollusks, fish, amphibians (including giant salamanders), turtles, choristoderes, and crocodilians abounded in the ancient wetlands, while a variety of mammals representing either extinct lineages or the early forebearers of modern groups inhabited the land. There is little representation of the next 56 million years at THRO. The only evidence we have of events in the park for most of these millions of years is isolated Neogene lag deposits and terrace gravel. Quaternary surficial deposits have yielded a few fossils...
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