scholarly journals An Employer Perspective: Employment Relations During and Beyond the 2017-2020 General Election

2020 ◽  
Vol 45 (1) ◽  
pp. 40-46
Author(s):  
Paul Mackay
Keyword(s):  
Collective Bargaining ◽  
Employment Law ◽  
General Election ◽  
Employment Relations ◽  
Pay Equity ◽  
Employer Perspective

The present government has presided over a number of changes to employment law and has committed to more, should it be returned to office in this year’s general election.   However, Covid-19 has cast a debilitating shadow over employment relations, in general, and is obscuring the effects of recent changes, at least for now. It is, therefore, harder to comment on whether or not the changes made, to date, have helped or hindered.  However, it is possible to look forward at some of the additional changes being proposed, and assess whether or not, particularly in the economic confines of the Covid-19 straitjacket, changes to holidays, pay equity, and collective bargaining will assist New Zealand’s return to prosperity. This article examines some of these issues through an employer lens.    

Employment Law Information Sources

2001 ◽  
Vol 1 (4) ◽  
pp. 32-35 ◽  
Author(s):  
David Ogden
Keyword(s):  
Web Site ◽  
Information Sources ◽  
Employment Law ◽  
Professional Service ◽  
Employment Relations ◽  
Internet Site ◽  
Free Information ◽  
Employment Rights ◽  
Subscription Service

An indexed and annotated copy of the Employment Rights Act 1996 as amended at 1st January 2000, including amendments made by the Employment Relations Act 1999, is included on the professional area of this Web site. DiscLaw Publishing Ltd provides e-LOAD (employment Law on a Disc). The subscription service includes CD-ROMs updated every six months plus a password to their Internet site, updated every three weeks with the latest employment law developments. The site also contains lots of free information based on an earlier issue of the CD.Costs: Prices start from £5 plus VAT a day for the professional service (£190 plus VAT p.a.)Contact DiscLaw Publishing Ltd 0870 751 8905 www.emplaw.co.uk

Die personelle Reichweite der Tarifmacht

2021 ◽  
Author(s):  
Malek Said
Keyword(s):  
Collective Bargaining ◽  
Labor Law ◽  
Working Life ◽  
Employment Law ◽  
World Population ◽  
Law System ◽  
Social Law ◽  
Legislative Proposal

Meanwhile, digitalization has become a "mega-topic" in the legal debate. The implications of a changed working life are occasionally approached in individual employment law and social law. So far, however, little attention has been paid to the changes arising from a dependent world population to an independent performance of tasks, which is significant for the scope of collective bargaining agreements. The author therefore deals abstractly with the overriding question of how the old collective labor law system fits into the modern structures of working life. For this reason, the author develops a legislative proposal that upholds the constitutional and supranational implications of personnel reach.

Fissured Employment and Network Bargaining: Emerging Employment Relations Dynamics in a Contingent World of Work

ILR Review ◽  
2020 ◽  
pp. 001979392096418
Author(s):  
Mark Anner ◽  
Matthew Fischer-Daly ◽  
Michael Maffie
Keyword(s):  
Collective Bargaining ◽  
State Policies ◽  
Work Relationships ◽  
Symbolic Power ◽  
Employment Relations ◽  
Managerial Control ◽  
New Approach ◽  
Employment Relationships ◽  
Firm Strategies ◽  
Network Bargaining

For decades, direct employment relationships have been increasingly displaced by indirect employment relationships through networks of firms and layers of managerial control. The firm strategies driving these changes are organizational, geographic, and technological in nature and are facilitated by state policies. The resulting weakening of traditional forms of collective bargaining and worker power have led workers to counter by organizing broader alliances and complementing structural and associational power with symbolic power and state-oriented strategies through what the authors term “network bargaining.” These dynamics point to the limitations of dominant theories and frameworks for understanding employment relations and suggest a new approach that focuses on a range of direct and indirect work relationships, evolving forms of worker power, and networked patterns of worker–employer interactions.

The changing nature of collective employment relations

2015 ◽  
Vol 37 (6) ◽  
pp. 645-657 ◽  
Author(s):  
Paul Marginson
Keyword(s):  
Collective Bargaining ◽  
Trade Unions ◽  
Employment Relations ◽  
Content Type ◽  
Past Half Century ◽  
Collective Actors ◽  
Common Interests ◽  
Firm Basis ◽  
Underlying Processes

Purpose – The purpose of this paper is to survey developments in four aspects of collective employment relations (ER) since the mid-1960s: collective representation and organisation; collective bargaining coverage and structure; the collective bargaining agenda; and joint consultation arrangements. It considers the reasons underlying change. Design/methodology/approach – A range of published sources are drawn on, including quantitative, survey based and qualitative, case-study and other evidence. Findings – The landscape of collective ER has changed markedly over the past half century. Membership of trade unions has fallen from around half of the workforce to one-quarter. Employers who mainly conducted collective bargaining through employers’ associations now negotiate, if at all, on a firm-by-firm basis. Collective bargaining coverage has sharply declined and now only extends to a minority of the private sector workforce. The bargaining agenda has been hollowed out. Joint consultation arrangements too are less widespread than they were around 1980. Originality/value – The paper contends that change has been driven by three underlying processes. “Marketization” of collective ER entailing a shift from an industrial or occupational to an enterprise frame of reference. The rise of “micro-corporatism”, reflecting increased emphasis on the common interests of collective actors within an enterprise frame. Finally, the voluntarism, underpinning Britain’s collective ER became more “asymmetric”, with employers’ preferences increasingly predominant.

New Managerial Approaches to Industrial Relations: Major Paradigms and Historical Perspective

1983 ◽  
Vol 25 (2) ◽  
pp. 162-176 ◽  
Author(s):  
Howard F. Gospel
Keyword(s):  
Collective Bargaining ◽  
Historical Development ◽  
Management Strategy ◽  
Historical Perspective ◽  
Relevant Literature ◽  
Industrial Relations ◽  
Employment Relations ◽  
Management Structure ◽  
Work Relations

Any consideration of 'new' managerial approaches to industrial relations needs to be placed in the context of (a) the major relevant historical literature and (b) the historical development of management structures and strategies. The relevant literature is surveyed and from it a framework of analysis is distilled. It is suggested that labour management must be defined broadly to cover work relations, employment relations and industrial relations, rather than confined to union- management relations and collective bargaining. The paper goes on to discuss the development of management structure and concludes that only through a long-term view of management strategy in the context of the total operations of the firm can we understand 'new' managerial approaches to industrial relations.

Determinants of Collective Bargaining Centralization

2007 ◽  
Vol 49 (2) ◽  
pp. 227-245 ◽  
Author(s):  
Stefan Zagelmeyer
Keyword(s):  
Collective Bargaining ◽  
Trade Unions ◽  
Cost Benefit ◽  
Probit Model ◽  
Union Density ◽  
Foreign Ownership ◽  
Employment Relations ◽  
Cross Sectional ◽  
Actual Choice ◽  
And Control

Various factors influence the development of collective bargaining structures. Based on cross-sectional and pooled cross-sectional data from the British Workplace Employment Relations Survey series, this article discusses and empirically analyses the establishment-level determinants of collective bargaining centralization, i.e. whether an establishment is covered by single-employer collective bargaining or multi-employer collective bargaining. It argues that the employers' and trade unions' preferences for a particular bargaining structure depend on the outcome of cost—benefit analyses of different available institutional alternatives. The actual choice of a collective bargaining structure then reflects the interaction of the actors' preferences, moderated by an institutionally determined decision-making process. Estimation of a probit model with pooled cross-sectional data shows that the number of unions present at the establishment, membership of an employers' association, and public sector affiliation are positively associated with collective bargaining centralization. In contrast to this, establishment size, trade union density, foreign ownership and control, and international product markets are negatively associated with centralization. Neither establishment age nor foreign ownership appeared to be significant.

scholarly journals The Impact of the Employment Relations Act 2000 on Collective Bargaining

1970 ◽  
Author(s):  
Brett Lineham ◽  
Louise Fawthorpe ◽  
Boaz Shulruf ◽  
Stephen Blumenfeld ◽  
Roopali Johri
Keyword(s):  
Public Sector ◽  
Collective Bargaining ◽  
Private Sector ◽  
Administrative Data ◽  
Union Membership ◽  
Qualitative Data ◽  
Low Density ◽  
Employment Relations ◽  
The Public ◽  
The Impact

This study carried out by the Department of Labour in 2007/08 aims to assess whether there have been any significant changes in the coverage of collective bargaining that can be attributed to the Employment Relations Act 2000. The research draws on administrative data relating to union membership and collective bargaining coverage, as well as qualitative data from employers, employees, union representatives and other employment relations stakeholders. The research shows that collective bargaining has yet to regain pre Employment Relations Act levels. Collective bargaining remains concentrated in the public sector, with low density in the private sector. The study concludes that the effects of the Act on collective bargaining are chiefly observed in the recovery of collective bargaining in the public sector, and the continued decline (in general) in the private sector. The research offers no indications that these patterns will change.  

scholarly journals LA EXTENSIÓN DE BENEFICIOS EN EL MODELO DE RELACIONES LABORALES CHILENO: CONSIDERACIONES

2021 ◽  
Vol 38 ◽  
Author(s):  
VINICIO CUEVAS-SUÁREZ
Keyword(s):  
Collective Bargaining ◽  
Legal System ◽  
Trade Union ◽  
Collective Bargaining Agreement ◽  
Employment Relations ◽  
Critical Perspective ◽  
Historical Aspects ◽  
Legal Mechanism

This article analyses and systematizes the mechanism for the extension of benefits from a collective bargaining agreement in the Chilean employment relations model, regulated in article 322 of the Labour Code, since the coming into force of the labour reform, Law N° 20,940; within whose coordinates collective bargaining must currently proceed. The analysis of the legal mechanism in question, is carried out from a historical and critical perspective, reviewing its origins until reaching its current mutation; for this reason, historical aspects are analysed, among them, the influence that the Labour Plan has in the construction of this legal figure and the significance of its establishment and validity in the denaturalization of the collective bargaining agreement institution in our legal system and its consequent impact on trade union freedom.

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