Disputes Arising from. Non-Disclosure of Financial Information to Trade Unions

1988 ◽  
Vol 30 (1) ◽  
pp. 83-99
Author(s):  
Russell Craig ◽  
Geoffrey George
Keyword(s):  
United Kingdom ◽  
Trade Union ◽  
Trade Unions ◽  
Information Disclosure ◽  
Financial Information ◽  
Employment Protection ◽  
Policy Options ◽  
Second Tier

Australian trade union use of financial information in second-tier bargaining may lead to information-disclosure disputes with employers. United Kingdom experience with the Employment Protection Act, 1975 is reviewed to identify the type of financial information likely to be the focus of such disputes. Prospects for resolution and policy options for mitigating the effects of similar financial information disclosure disputes in Australia are discussed.

THE EMPLOYMENT PROTECTION OF MEMBERS OF THE BOARD OF A WORKPLACE TRADE UNION AND THOSE ABOVE AFTER THE AMENDMENTS

2021 ◽  
Vol specjalny (XXI) ◽  
pp. 399-411
Author(s):  
Iwona Sierocka
Keyword(s):  
Trade Union ◽  
Trade Unions ◽  
Legal Protection ◽  
Employment Protection ◽  
Board Members ◽  
Union Activists ◽  
Legal Position

The aim of the contemplation is the issue of trade union activists’ employment protection. Discussing article 32 of the Trade Unions Act, the author focuses on changes introduced in the Act from 5th July 2018. In the article, the author points out the meaning of an employed person, the date by which the trade union must adapt its approach towards matters such as a notice of termination, dissolution of employment or one party changes to provision of employment of trade union’s activists. In the study, the author discusses the legal position of the board members of a trade union at the workplace level an above mentioned in the Act of 2003 about so-called group redundancies. The author indicates the differences between the legal protection of an employed person and a union activist that is employed on other category of employment.

Trade union recognition legislation – Britain and America compared

Legal Studies ◽  
1981 ◽  
Vol 1 (2) ◽  
pp. 190-212
Author(s):  
Richard Townshend-Smith
Keyword(s):  
United States ◽  
Great Britain ◽  
Trade Union ◽  
United States Of America ◽  
Trade Unions ◽  
Industrial Relations ◽  
The United States ◽  
Employment Protection ◽  
Labour Law ◽  
Statutory Body

It is well known that the United States of America has had a mechanism designed to secure the compulsory recognition of trade unions by law since the mid-thirties. Such procedure is part of the bedrock of American labour law. In Great Britain, however, no attempt at compulsion was made until 1971, when the Industrial Relations Act was passed. This Act was repealed three years later, although the operation of the recognition provisions hardly contributed to the factors leading to repeal. Another attempt at compulsion was made by the 1975 Employment Protection Act. However, the relevant sections have now been repealed by the 1980 Employment Act. Furthermore this repeal had at least some support both from the Labour opposition and from the Advisory, Conciliation and Arbitration Service, the statutory body charged with operating the procedure.

Casual Employment, Labour Regulation and Australian Trade Unions

1996 ◽  
Vol 38 (4) ◽  
pp. 571-599 ◽  
Author(s):  
Iain Campbell
Keyword(s):  
Trade Union ◽  
Trade Unions ◽  
Employment Protection ◽  
Rapid Expansion ◽  
New Approach ◽  
Employment Benefits ◽  
To Come ◽  
Union Action ◽  
Conditions Of Employment ◽  
Labour Regulation

This article explores the implications for trade unions of the rapid expansion in Australia of casual employment—a distinctive form of non-standard employment characterized by a lack of entitlement to most employment benefits and forms of employment protection. The article summarizes the main features of casual em ployment and the evidertce for its growth since 1982. It highlights the role of award regulation in shaping casual employment. Casual employment is identified as unprotected employment, which survived within the award system and indeed flourished in the gaps created by officially sanctioned exemptions from protection and limits in the enforcement and reach of award regulation. Labour market deregulation in the 1990s has in turn widened these gaps and facilitated both an expansion of casual employment and an extension of some casual conditions of employment into sections of the permanent workforce. These developments offer a major challenge to Australian trade unions. They underline the failure of tradi tional trade union policies, oriented to a simple rejection of all forms of non- standard employment. They pose a threat both to the set of employment rights and benefits slowly built up by trade union action in the course of past decades and to the legitimacy of trade unions as representative institutions. Australian trade unions are still struggling to come to grips with this threat. Traditional policies remain dominant, but recent trade union policy and practical efforts point towards a new approach that builds on a less hostile and more discriminating attitude to non-standard employment. In relation to the crucial issue of labour regulation the new approach pivots on the important theme of decasualization. The direction of change is promising. But the article argues that the new approach remains weak and underdeveloped as a result of its narrow orientation to the redesign of agreements within the shrinking sphere of effective regulation, its focus on casual status rather than casual conditions of employment and its inability to find effective levers for implementation

Legal Expertise: A Critical Resource for Trade Unionists? Insights into the Confédération Française Démocratique du Travail

2020 ◽  
Author(s):  
Cécile Guillaume
Keyword(s):  
Qualitative Research ◽  
Collective Bargaining ◽  
Trade Union ◽  
Trade Unions ◽  
Industrial Relations ◽  
Institutional Power ◽  
Collective Redress ◽  
Critical Resource ◽  
The Law ◽  
Legal Expertise

Abstract Based on in-depth qualitative research conducted in one of the major French trade unions (the CFDT), this article explores to what extent and under what conditions trade unions adopt different legal practices to further their members’ interests. In particular, it investigates how ‘legal framing’ has taken an increasingly pervasive place in trade union work, in increasingly decentralised industrial relations contexts, such as France. This article therefore argues that the use of the law has become a multifaceted and embedded repertoire of action for the CFDT in its attempt to consolidate its institutional power through various strategies, including collective redress and the use of legal expertise in collective bargaining and representation work.

Trade Unions and the Welfare of Rural-Urban Migrant Workers in China

ILR Review ◽  
2021 ◽  
pp. 001979392110044
Author(s):  
Alison Booth ◽  
Richard Freeman ◽  
Xin Meng ◽  
Jilu Zhang
Keyword(s):  
Mental Health ◽  
Trade Union ◽  
Migrant Workers ◽  
Trade Unions ◽  
Fixed Effects ◽  
Mental Health Problems ◽  
Panel Survey ◽  
Monthly Income ◽  
Work Related ◽  
Urban Migrant

Using a panel survey, the authors investigate how the welfare of rural-urban migrant workers in China is affected by trade union presence at the workplace. Controlling for individual fixed effects, they find the following. Relative to workers from workplaces without union presence or with inactive unions, both union-covered non-members and union members in workplaces with active unions earn higher monthly income, are more likely to have a written contract, be covered by social insurances, receive fringe benefits, express work-related grievances through official channels, feel more satisfied with their lives, and are less likely to have mental health problems.

Ethnic Minorities and Equal Treatment: The Impact of Gender, Equal Opportunities Policies and Trade Unions

2001 ◽  
Vol 176 ◽  
pp. 105-116 ◽  
Author(s):  
Mike Noon ◽  
Kim Hoque
Keyword(s):  
Ethnic Minority ◽  
Ethnic Minorities ◽  
Trade Union ◽  
Trade Unions ◽  
Equal Treatment ◽  
Equal Opportunities ◽  
Men And Women ◽  
Non Union ◽  
Minority Men ◽  
The Impact

The article examines whether ethnic minority employees report poorer treatment at work than white employees, and evaluates the impact of three key features — gender differences, formal equal opportunities policies and trade union recognition. The analysis reveals that ethnic minority men and women receive poorer treatment than their white counterparts. In addition, there is evidence to suggest that ethnic minority women receive poorer treatment than ethnic minority men. Equal opportunities policies are effective in ensuring equal treatment, but the presence of a recognised trade union is not. White men and women in unionised workplaces enjoy better treatment than their white counterparts in non-union workplaces, but the same is not true for ethnic minorities. By contrast, there is very little evidence of unequal treatment in non-union workplaces.

Advancing the Agenda of the Confederation of Trade Unions on the Prevention of Sexual Violence in the World of Work in Indonesia

2021 ◽  
Vol 26 (1) ◽  
pp. 63
Author(s):  
Atnike Nova Sigiro
Keyword(s):  
Sexual Violence ◽  
Gender Equality ◽  
Trade Union ◽  
Trade Unions ◽  
Ad Hoc ◽  
Gender Based Violence ◽  
The World ◽  
Gender Based ◽  
And Gender ◽  
Set Up

<p>This article was formulated based on interviews with 5 (five) trade union confederations from a number of confederations in Indonesia, namely: Konfederasi Serikat Pekerja Nasional (KSPN), Konfederasi Sarikat Buruh Muslimin Indonesia (KSarbumusi), Konfederasi Serikat Buruh Seluruh Indonesia (KSBSI), Konfederasi Serikat Pekerja Indonesia (KSPI), and Konfederasi Kongres Aliansi Serikat Buruh Indonesia (KKASBI). This article seeks to explore the efforts made by the trade union confederation in promoting gender equality - specifically in advancing the agenda for the prevention and elimination of sexual violence in the world of work. This article was compiled based on research with a qualitative approach, with data collection methods through interviews and literature studies. The results of this study found that the confederations interviewed had already set up internal structures that have specific functions on issues related to gender equality, gender-based violence, and women’s empowerment; although still limited and on ad-hoc basis. This research also finds that the role of the trade union confederation is particularly prominent in advocating policies related to sexual violence and gender-based violence in the world of work, such as advocating the Bill on the Elimination of Sexual Violence, and the ratification of the ILO Convention No. 190 on Violence and Harassment.</p>

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