scholarly journals Trade Unions, Bargaining Coverage and Low Pay: A Multilevel Test of Institutional Effects on Low-Pay Risk in Germany

2021 ◽  
pp. 095001702110244
Author(s):  
Chiara Benassi ◽  
Tim Vlandas
Keyword(s):  
Trade Unions ◽  
Union Member ◽  
Industrial Relations ◽  
Employment Relations ◽  
Regression Analyses ◽  
Non Union ◽  
Institutional Effects ◽  
Collective Agreements ◽  
The Individual ◽  
Low Pay

Employment relations scholars argue that industrial relations institutions reduce low pay among the workforce, while the insider-outsider literature claims that unions contribute to increase the low-pay risk among non-union members. This article tests these expectations by distinguishing, respectively, between the individual effect of being a union member or covered by collective agreements and the sectoral effect of strong trade unions or encompassing collective agreements. Findings from multilevel logistic regression analyses of the German Socio-Economic Panel reveal that unions and bargaining coverage have distinct effects at individual and sectoral level. The analysis of their cross-level interactions provides partial support to both the insider-outsider approach, since non-union members are more exposed to the risk of low pay in highly unionized sectors, and to the power resource perspectives, since the probability of being in low pay in sectors with encompassing collective agreements decreases also for those workers who are not covered by them.

Unions and collective bargaining in Australia in 2018

2019 ◽  
Vol 61 (3) ◽  
pp. 357-381 ◽  
Author(s):  
Mark Bray ◽  
Johanna Macneil ◽  
Leslee Spiess
Keyword(s):  
Collective Bargaining ◽  
Industrial Relations ◽  
Coalition Government ◽  
Collective Agreement ◽  
Employment Relations ◽  
Federal Election ◽  
Non Union ◽  
Collective Agreements ◽  
Industrial Disputes ◽  
Wage Outcomes

There is a storm brewing over the roles of unions and collective bargaining in Australian employment relations. Unions, frustrated with what they see as practical and legislative restrictions on protection of workers’ rights, seek to ‘change the rules’. Employers, on the other hand, have been successful in restricting or rolling back bargaining rights, supported by their associations, the Coalition government and an assertive interpretation of the Fair Work Act. Add to this the impending federal election and the scene is set for a tempest that could bring industrial relations back to the centre of Australian politics in 2019. The review explores the various elements contributing to the coming storm, including trends in union membership, structure and strategy. It also surveys trends in the number and coverage of collective agreements, wage outcomes and industrial disputes. Two idiosyncractically Australian versions of collective agreement making are also discussed: cooperative bargaining facilitated by the Fair Work Commission and non-union collective agreement making.

scholarly journals New Actors in Employment Relations in the Periphery: Closing the Representation Gap amongst Micro and Small Enterprises

2011 ◽  
Vol 66 (1) ◽  
pp. 11-33 ◽  
Author(s):  
Edward Webster ◽  
Christine Bishoff
Keyword(s):  
Trade Unions ◽  
Global Economy ◽  
Industrial Relations ◽  
Small Enterprises ◽  
Employment Relations ◽  
Community Based ◽  
First Response ◽  
Workplace Organization ◽  
Micro And Small Enterprises ◽  
Mapping Exercise

This paper aims to contribute to our understanding of how the representation gap in micro and small enterprises (MSEs) in nine countries can be closed through a mapping exercise (both horizontal and vertical). The study draws on peripheral workers in MSEs predominantly from countries on the periphery of the global economy. The assumption underlying the research is that the failure of traditional industrial relations actors, especially trade unions, to respond to the representation gap has created the space and the need for new actors to fill the gap. We identify a number of dimensions in trade union responses to non-standard employment relations and focus on their awareness of the specific nature of non-standard workers’ interests and their willingness to innovate with representation models.The paper identifies four main responses by trade unions to non-standard employees. The first response is where trade unions are indifferent to workers in MSEs as they are seen as marginal and unorganizable. Secondly, there are trade unions that are very much aware of the need to revise and revitalize their representation strategies, but they respond by attempting to extend existing forms of representation. Thirdly there are those who believe that non-standard employment should be resisted. The fourth, and most interesting response, is where unions create specific kinds of representation and protection for the new forms of employment.While there were positive outcomes both individually and organizationally from this mapping exercise, as an organizational tool designed to recruit members into the union, mapping is limited. In five of the nine case studies peripheral workers were recruited into a union or worker association. The paper confirms the existence of new actors in employment relations in developing countries. In particular the emergence of NGOs and community based worker associations and co-operatives have been identified as crucial intermediaries in developing new forms of workplace organization.

Employer Strategies Towards Non‐Union Collective Voice

2010 ◽  
Author(s):  
Paul J. Gollan
Keyword(s):  
Trade Unions ◽  
Management Strategies ◽  
Industrial Relations ◽  
Union Density ◽  
Non Union ◽  
Collective Voice ◽  
Dual Channel ◽  
English Speaking ◽  
Legislative Changes ◽  
Union Voice

Non-union collective voice (NCV) has tended to play a minimal role in many Anglo industrial relations systems, with few formal processes or legal requirements. However, the lack of representative structures covering increasing numbers of non-union employees due to declining levels of trade union density and legislative changes banning closed shop or compulsory union arrangements have prompted the current interest in NCV arrangements. This article explores management strategies towards, and the development of, NCV arrangements and union responses to such arrangements in predominately English-speaking countries. It also tracks the development of dual-channel NCV and union voice arrangements, and examines the interplay between channels of NCV and trade unions. Overall, the article reviews this theory and raises debates around management strategies and issues involved in the process of transition from NCV to unionism.

Institutional effects on the presence of trade unions at the workplace: Moderation in a multilevel setting

2011 ◽  
Vol 17 (2) ◽  
pp. 153-169 ◽  
Author(s):  
Zoltán Fazekas
Keyword(s):  
Multilevel Analysis ◽  
Present Article ◽  
Trade Union ◽  
Union Membership ◽  
Trade Unions ◽  
European Countries ◽  
Individual Level ◽  
Institutional Effects ◽  
Collective Agreements ◽  
Very High

Previous research has found that the presence of a union at a workplace is an important individual-level determinant of union membership. The present article, drawing on a multilevel analysis of 21 European countries, provides further evidence which nuances the conclusions of previous studies by introducing and testing institutional moderation effects. Thus, in countries with Ghent systems, having a union at workplace is less important, since probability of membership is already very high. Conversely, if there are extension mechanisms for collective agreements there is less incentive to join a trade union, and this is not compensated even when there is an active union at the workplace.

The Ambiguous Role of Trade Unions in Startup Formation

2018 ◽  
pp. 308-325
Author(s):  
Sylvia Rohlfer
Keyword(s):  
United States ◽  
Trade Union ◽  
Resource Availability ◽  
Trade Unions ◽  
Occupational Choice ◽  
Industrial Relations ◽  
The United States ◽  
Firm Formation ◽  
The Individual

In this chapter the authors analyze the role of trade unions for firm formation from the perspective of the individual entrepreneur. The industrial relations and entrepreneurship literature reviewed shows that trade unions matter in firm formation decisions in three ways: with regard to the occupational choice problem, the management of potential employees and the resource availability for the startup. Taking the Spanish economy as an example the findings from an empirical study demonstrate the perceived actual and potential role of unions for firm formation. The findings are compared with trade union activity in Germany and the United States in order to draw recommendations for trade union strategists.

Borders in a European Labor Market

2018 ◽  
pp. 96-114
Author(s):  
Ines Wagner
Keyword(s):  
Labor Market ◽  
Host Country ◽  
Trade Unions ◽  
Industrial Relations ◽  
Labor Rights ◽  
Market Regulation ◽  
Employment Relations ◽  
Societal Actors ◽  
Micro Level ◽  
Labor Market Regulation

Chapter 5 adopts a more explicitly spatial perspective and looks at how borders are constructed in both regulatory and workplace terms. It analyzes the contours of the new structure for employment relations that emerges within the pan-European labor market and studies the reshaping of the nation state from the micro-level points of view of societal actors such as mobile workers, public administration officials, firms, and trade unions. Findings demonstrate that two types of borders are significant in relation to posting in a pan-European labor market: (1) borders for labor market regulation that inhibit the enforcement of labor rights and (2) the border of the firm—that is, the border between the main and subcontracting firms that isolates workers from the host-country industrial relations systems. These borders impact the institutional separation between posted workers and host-country trade unions.

scholarly journals Pluralisms? Social philosophy, social science and public policy in employment relations and human resource management

2021 ◽  
pp. 002218562098397
Author(s):  
Peter Ackers
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Industrial Relations ◽  
Social Philosophy ◽  
Employment Relations ◽  
Political Pluralism ◽  
Liberal Democratic

Alan Fox's frames of reference has sparked over half a century of debate between employment relations/human resource management pluralists, radicals and unitarists. But the notion of industrial relations pluralism itself continues to be highly disputed. This commentary tracks the journey from classical pluralism to neo-pluralism, then addresses three articles that offer a variety of radical pluralist alternatives. A fourth paper discussed, suggests a quantitative approach to testing Fox's frames, but this article makes a case for retaining the qualitative, case study method. A fifth explores the revival of paternalism on the border between unitarism and pluralism. Overall, the article argues that classical pluralism, based on trade unions and collective bargaining, is now outdated, but that neo-pluralism is capable of carrying forward its pragmatic, institutional spirit to explore the empirical complexity of contemporary employment relationships around the world. Finally, the discussion of employment relations pluralisms needs to re-engage with the wider political pluralism debate about liberal democratic societies and market economies.

scholarly journals Exploring Factors that Shape the Inclusion and Nature of Work–Life Balance Policies within Collective Agreements in New Zealand

2021 ◽  
Author(s):  
◽  
George Chipindiku
Keyword(s):  
New Zealand ◽  
Trade Unions ◽  
Industrial Relations ◽  
Work Life ◽  
Work Life Balance ◽  
Second Phase ◽  
Employment Relations ◽  
Life Balance ◽  
Employment Agreement ◽  
Depth Analysis

<p>The aim of this research is to identify factors that influence the nature and inclusion of work–life balance (WLB) policies within collective employment agreements (CEAs) in New Zealand organisations. Due to the increasing challenges of dual careers, aging population and single parent families, WLB practices are progressively becoming more significant issues amongst employees and management in New Zealand workplaces. As a result, identifying these factors is crucial in informing organisational human resources policy development, its design and implementation on issues pertaining to WLB. Similarly, it informs the government on policy changes and legislation, at the same time enlightening trade unions on bargaining strategies. In the first phase, an in-depth analysis is carried out on collective employment agreements (CEAs) housed within the Industrial Relations Centre at Victoria University of Wellington. The focus is to develop a comprehensive coding typology of collective employment agreement (CEA) provisions which constitute WLB measures. This process is carried out in order to identify WLB provisions in CEAs negotiated from 1998 to 2008. The second phase is concerned with the identification of any WLB policy provisions outside those included in the CEA. This dimension is critical to the research as it offers insights into the extent to which companies have shifted beyond the statutory minimum for WLB arrangements and the factors that have prompted them to take these voluntary actions. The study covers the period from 1998 to 2008. It is critical to evaluate this subject between these two benchmark years, as it allows ample time after the enactment of two cornerstone employment relations Acts – the Employment Contracts Act 1991 (ECA) and the Employment Relations Act 2000 (ERA). Second, and related to this, they enable a comparison of WLB initiatives under quite different social policy, political, economic – and indeed, bargaining – arrangements (Deeks, Parker, & Ryan, 1994; Rasmussen, 2009). The study discovered that the inclusion of WLB policies in collective employment agreement in New Zealand was mainly determined by legislation, in particular the Employment Relations Act 2000 and The Employment Relations (Flexible Working Arrangements) Amendment Act 2007. These two legislative changes made a positive impact in the recognition and response to the demands of employee well-being. Similarly, there are other factors that made an impact in the inclusion of WLB policies within CEAs. These include industry trade union density and female participation rate at industry level, the type of industry (health and community services, education, government administration and defence services, finance and insurance services being more prominent providers) and type of organisation (whether public or private ownership). It emerged that public organisations are at the forefront in terms of providing WLB policies. The research highlight the significance of ensuring that organisations recognise the issues pertaining to WLB, at the same time recognising the role of trade unions and collective bargaining as an effective mechanism for the instigation of WLB policies.</p>

scholarly journals Exploring Factors that Shape the Inclusion and Nature of Work–Life Balance Policies within Collective Agreements in New Zealand

2021 ◽  
Author(s):  
◽  
George Chipindiku
Keyword(s):  
New Zealand ◽  
Trade Unions ◽  
Industrial Relations ◽  
Work Life ◽  
Work Life Balance ◽  
Second Phase ◽  
Employment Relations ◽  
Life Balance ◽  
Employment Agreement ◽  
Depth Analysis

<p>The aim of this research is to identify factors that influence the nature and inclusion of work–life balance (WLB) policies within collective employment agreements (CEAs) in New Zealand organisations. Due to the increasing challenges of dual careers, aging population and single parent families, WLB practices are progressively becoming more significant issues amongst employees and management in New Zealand workplaces. As a result, identifying these factors is crucial in informing organisational human resources policy development, its design and implementation on issues pertaining to WLB. Similarly, it informs the government on policy changes and legislation, at the same time enlightening trade unions on bargaining strategies. In the first phase, an in-depth analysis is carried out on collective employment agreements (CEAs) housed within the Industrial Relations Centre at Victoria University of Wellington. The focus is to develop a comprehensive coding typology of collective employment agreement (CEA) provisions which constitute WLB measures. This process is carried out in order to identify WLB provisions in CEAs negotiated from 1998 to 2008. The second phase is concerned with the identification of any WLB policy provisions outside those included in the CEA. This dimension is critical to the research as it offers insights into the extent to which companies have shifted beyond the statutory minimum for WLB arrangements and the factors that have prompted them to take these voluntary actions. The study covers the period from 1998 to 2008. It is critical to evaluate this subject between these two benchmark years, as it allows ample time after the enactment of two cornerstone employment relations Acts – the Employment Contracts Act 1991 (ECA) and the Employment Relations Act 2000 (ERA). Second, and related to this, they enable a comparison of WLB initiatives under quite different social policy, political, economic – and indeed, bargaining – arrangements (Deeks, Parker, & Ryan, 1994; Rasmussen, 2009). The study discovered that the inclusion of WLB policies in collective employment agreement in New Zealand was mainly determined by legislation, in particular the Employment Relations Act 2000 and The Employment Relations (Flexible Working Arrangements) Amendment Act 2007. These two legislative changes made a positive impact in the recognition and response to the demands of employee well-being. Similarly, there are other factors that made an impact in the inclusion of WLB policies within CEAs. These include industry trade union density and female participation rate at industry level, the type of industry (health and community services, education, government administration and defence services, finance and insurance services being more prominent providers) and type of organisation (whether public or private ownership). It emerged that public organisations are at the forefront in terms of providing WLB policies. The research highlight the significance of ensuring that organisations recognise the issues pertaining to WLB, at the same time recognising the role of trade unions and collective bargaining as an effective mechanism for the instigation of WLB policies.</p>

scholarly journals The Evolution of Industrial Democracy in a Small-Island Economy, Mauritius

2014 ◽  
Vol 29 ◽  
pp. 39-47
Author(s):  
Nirmal Kumar Betchoo
Keyword(s):  
Trade Unions ◽  
Industrial Relations ◽  
Research Work ◽  
Small Island ◽  
Employee Relations ◽  
Industrial Democracy ◽  
Employment Relations ◽  
The Public ◽  
Employee Protection ◽  
The Indian Ocean

This research work concerns an evaluation of the Employment Relations Act 2008, ERA 2008, from its inception in 2008 up to the present date. Considered as a major revolution in industrial relations, the legislation has met with mitigated results. Firstly, trade unions have contested the legislation in terms of loopholes and inadequacies concerning employee protection. Secondly, the public including people at work are not fully knowledgeable of the legislation because of its complexities and numerous issues that are addressed but not looked into. The assessment of the ERA is seen from the perspectives of employee relations whereby it addresses better the pluralistic perspective since Mauritius, a small-island economy in the Indian Ocean, has maintained its cultural identity of democracy and alongside industrial democracy. The research emphasises that through amendments to the legislation, it is seen that employee relations must sound and dynamic to maintain the concept of industrial democracy and see that employees are better off with the ERA 2008 since it replaced the former Industrial Relations Act (1973).

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