scholarly journals Regulating for mutual gains? Non-union employee representation and the Information and Consultation Directive

2013 ◽  
Vol 25 (6) ◽  
pp. 810-828 ◽  
Author(s):  
Niall Cullinane ◽  
Jimmy Donaghey ◽  
Tony Dundon ◽  
Eugene Hickland ◽  
Tony Dobbins
Keyword(s):  
Non Union ◽  
Employee Representation

Non-Union Employee Representation in Australia

2007 ◽  
Vol 49 (2) ◽  
pp. 187-209 ◽  
Author(s):  
Raymond Markey
Keyword(s):  
Employee Participation ◽  
Regulatory Environment ◽  
Employment Relations ◽  
Non Union ◽  
Employee Representation ◽  
International Attention ◽  
Union Representative ◽  
Australian Experience ◽  
Works Council

Non-union representative employee participation recently has attracted increasing international attention in employment relations due to the growing representation gap in many countries as union membership declines, and mounting evidence of the benefits of representative employee participation for enterprise flexibility and efficiency. However, relatively little is known about Australian experiments in employee participation, although it is essential to learn from Australian experience in order to develop effective public policy. This case study represents a contribution to this larger project. SMEC is a non-union employee representative body that has adopted a European works council organizational model. The case study evaluates SMEC's effectiveness as a non-union form of representative employee participation. It concludes that the opportunities for the formation of genuinely independent works council style organs of employee participation remain severely constrained by the current Australian regulatory environment, which tends to encourage a union substitution role.

Employee Participation Through Non‐Union Forms of Employee Representation

2010 ◽  
Author(s):  
Bruce E. Kaufman ◽  
Daphne G. Taras
Keyword(s):  
Employee Participation ◽  
Empirical Literature ◽  
Main Theme ◽  
Historical Evolution ◽  
Non Union ◽  
Employee Representation ◽  
Over Time

The distinctive approach considered in this article is indirect participation through forms of non-union employee representation (NER). NER has been practiced in industry for more than a century, with considerable diversity and variation both across countries and over time. This article defines NER and provides a thumbnail sketch of its historical evolution. It describes the various forms of NER and its alternative functions. The article then synthesizes these diverse forms and functions into four distinct models/strategies of NER (called the ‘four faces’ of NER). Furthermore, it provides a brief overview of theorizing on NER. The article surveys the recent empirical literature on NER, with an emphasis on evidence regarding NER's performance and strengths and weaknesses. It ends with a brief recapitulation of the main theme; that is, that NER exhibits great diversity in form, purpose, and outcome, and that sweeping generalizations are therefore hazardous.

A reassessment of non-union employee representation in the UK: Developments since the ‘ICE’ age

2013 ◽  
Vol 55 (4) ◽  
pp. 546-564 ◽  
Author(s):  
Elaine E Bull ◽  
Amanda Pyman ◽  
Mark W Gilman
Keyword(s):  
Ice Age ◽  
Non Union ◽  
Employee Representation ◽  
The Uk

Public Sector Independent Grievance Systems: Methods and Procedures

1989 ◽  
Vol 18 (3) ◽  
pp. 339-354 ◽  
Author(s):  
George W. Bohlander
Keyword(s):  
United States ◽  
Content Analysis ◽  
Public Sector ◽  
Third Party ◽  
Non Union ◽  
Employee Representation ◽  
Grievance Procedures ◽  
Southwest United States ◽  
A Current

This research examined public sector independent grievance procedures in twenty-two agencies in the Southwest United States. Non-union grievance systems are championed as a way to equitably adjudicate employee problems while additionally fostering agency objectives and lessening the possibility of employee legal suits. Content analysis was used to determine the purpose of grievance programs, grievable issues, employee representation, neutral third-party resolution of cases, and different grievance systems and their methodologies. Based upon study findings, suggestions are offered to implement or improve a current grievance program.

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