ON COLLECTIVE LABOR AGREEMENTS CONCLUDED FOR PERSONS PROVIDING WORK ON A BASIS DIFFERENT THAN THE EMPLOYMENT RELATIONSHIP

2021 ◽  
Vol specjalny (XXI) ◽  
pp. 565-573
Author(s):  
Krzysztof W. Baran
Keyword(s):  
Trade Unions ◽  
Employment Relationship ◽  
Paid Work ◽  
Collective Agreements ◽  
Legal Problems

Based on Article 21 sec. 3 Act on Trade Unions, collective labor agreements may be concluded for persons performing paid work on a basis other than an employment relationship. This paper presents the legal problems associated with concluding collective agreements for non-employees. They relate in particular to the application of the Labor Code on collective agreements for employees.

Procedural entitlements of the person providing the work with pay on other base than the employment

2019 ◽  
Vol 2 (XIX) ◽  
pp. 267-276
Author(s):  
Łukasz Łaguna
Keyword(s):  
Trade Unions ◽  
Point Of View ◽  
Employment Relationship ◽  
Paid Work ◽  
Constitutional Principle

After the amendment of the Trade Unions Act, the procedural situation of persons providing paid work on a different basis than the employment relationship should be analyzed. From the point of view of the constitutional principle of equality, the procedural position of an employee and a person providing providing paid work on a basis other than the employment relationship can not be differentiated. Therefore, for these entities shall use the same procedural provisions. De lege ferenda the legislator should make a clear reference to the provisions of the Labor Code.

PROTECTION OF THE RIGHTS AND INTERESTS OF THOSE WHO PERFORM PAID WORK IN THE LIGHT OF THE ACT ON TRADE UNIONS. THE AXIOLOGICAL-PHYLOSOPHICAL-PRAXEOLOGICAL ASPECT

2021 ◽  
Vol specjalny II (XXI) ◽  
pp. 471-492
Author(s):  
Janusz Żołyński
Keyword(s):  
Trade Union ◽  
Trade Unions ◽  
Vertical Dimension ◽  
The Other ◽  
Paid Work ◽  
Legal Norms ◽  
Collective Agreements ◽  
Binding Force ◽  
The Subject ◽  
Normative Content

The feature of the Polish protection of employees is both the vertical and horizontal binding force. The vertical dimension stems from the rights and duties constituted in domestic legal norms being addressed to all of its addressees. These norms, on the other hand, may take on a horizontal dimension since their specification may be the subject of detailed regulations such as normative collective agreements being a basis for seeking redress, concluded by a trade union and an employer. They may thus be the subject of normative content of collective labour agreements, work regulations and separate collective agreements.

Schwäche der Tarifautonomie und Legitimitätsfragen im Arbeitsrecht und im Sozialrecht

2016 ◽  
Vol 62 (2) ◽  
pp. 209-236
Author(s):  
Stephan Seiwerth
Keyword(s):  
Social Security ◽  
Minimum Wage ◽  
Trade Unions ◽  
System Change ◽  
State Regulation ◽  
The State ◽  
Social Security Administration ◽  
Collective Agreements ◽  
The Social ◽  
Social Partners

AbstractSocial partners have played a privileged role in German social security administration since Bismarckian times. In 2014, a new legislation empowered the social partners to set the level of the statutory minimum wage and to demand the extension of collective agreements. This article examines the interdependence of the trade unions’ and employer organisations’ membership numbers and their involvement in state regulation of labour and social security law. In case the interest in autonomous regulations is not going to increase, the state will have to step in with more heteronomous regulation. This would incrementally lead to a system change.

scholarly journals Trade Unions’ Rights, Work Councils’ Functions and the Legal Framework for Governing European Corporations: a Spanish Perspective

2019 ◽  
Vol 9 (1) ◽  
pp. 19-31
Author(s):  
Juan Pablo Landa
Keyword(s):  
Trade Unions ◽  
Legal Framework ◽  
European Countries ◽  
Firm Level ◽  
Collective Agreements ◽  
Effective System ◽  
Toma De Decisiones ◽  
European Regulations ◽  
Analytical Research ◽  
Double Channel

This paper provides analytical research about changing legislation on the functions of work councils and trade unions in participating in the decision making process at firm level in European countries with systems of double channel based models of representation (like Spain, France or Germany). The paper tests European regulations on the involvement of workers in management decisions, in connection with national rulings passed in some European countries, especially during the financial crisis. The paper will aim at responding the following key questions: What kind of complementarity is to be statutorily built between the functions of work councils and collective agreements in order to guarantee workers’ participation in the governance of corporations? Is codetermination a more effective system than collective bargaining to build on new forms of corporate governance in a transnational context? El presente artículo ofrece una investigación analítica de la cambiante legislación sobre las funciones de los comités de empresa y de los sindicatos para participar en los procesos de toma de decisiones en el seno de la empresa, en países europeos con sistemas basados en la doble representación, como España, Francia y Alemania. El artículo pone a prueba la capacidad de las regulaciones para implicar a los trabajadores en decisiones administrativas, en relación con legislaciones nacionales aprobadas en algunos países, especialmente durante la crisis financiera. El artículo se propone responder a las siguientes preguntas claves: ¿Qué tipo de complementariedad estatutaria debería construirse entre las funciones de los comités de empresa y los acuerdos colectivos para garantizar la participación de los trabajadores en el gobierno de las empresas? ¿Es acaso la codeterminación un sistema más efectivo que la negociación colectiva para construir nuevas formas de gobernanza corporativa en un contexto trasnacional?

13. Collective bargaining

2017 ◽  
Author(s):  
Roseanne Russell
Keyword(s):  
Collective Bargaining ◽  
Trade Union ◽  
Trade Unions ◽  
Bargaining Power ◽  
Employment Relationship ◽  
Relationship Status ◽  
Key Issues ◽  
And Function ◽  
Additional Reading

The Q&A series offer the best preparation for tackling exam questions. Each book includes typical questions, bullet-pointed answer plans and suggested answers, author commentary and illustrative diagrams and flowcharts. This chapter presents sample exam questions about collective bargaining. Through a mixture of problem questions and essays, students are guided through some of the key issues on the topic of collective bargaining including inequalities of bargaining power in the employment relationship, status and function of trade unions, time off for trade union members, and rights to information. Students are also introduced to the current key debates in the area and provided with suggestions for additional reading for those who want to take things further.

scholarly journals Negotiating Electronic Surveillance in the Workplace: A Study of Collective Agreements in Canada

2006 ◽  
Vol 30 (4) ◽  
Author(s):  
Simon J. Kiss ◽  
Vincent Mosco
Keyword(s):  
Information And Communication Technology ◽  
Communication Technology ◽  
Trade Unions ◽  
Collective Agreements ◽  
Protection Contre ◽  
Information And Communication ◽  
Worker Activity ◽  
Analyse De Contenu ◽  
Workplace Surveillance ◽  
Vie Privée

Abstract: Innovations in information and communication technology have deepened the problem of workplace surveillance by expanding the capacity to measure and monitor worker activity. This article assesses the extent to which trade unions in Canada have made privacy a sufficiently serious concern to see that privacy protections are incorporated into collective agreements. It assesses the progress made since Bryant’s 1995 study, published in this Journal, which found practically no reference to electronic privacy protection in Canadian agreements. Specifically, the article reports on a content analysis of existing Canadian collective agreements to determine the extent to which privacy has been recognized by trade unions; to examine which sectors, industries, or individual unions have incorporated surveillance protection into their collective agreements; and to identify specific models of surveillance protection clauses in collective agreements. Résumé : Les innovations des technologies d’information et de communication ont élargi les moyens de mesurer et contrôler les activités des employés et, en conséquence, ont approfondi le problème de surveillance dans les milieux de travail. Cet article évalue jusqu’à quel degré les syndicats au Canada ont pris acte d’incorporer des protections da la vie privée contre la surveillance dans les contrats collectifs de travail. L’article examine aussi le progès réalisé depuis l’étude de Bryant publié dans la présente revue en 1995 qui n’a trouvé que des mentions occasionnelles se réfèrant à la protection électronique de la vie privée dans les contracts de travail au Canada. Notamment, les auteurs du présent article proposent une analyse de contenu des contrats de travail canadiens afin de déterminer l’importance de la protection de la vie privée pour les syndicats, d’énumérer les secteurs, les industries ou les syndicats individuels qui ont incorporé des alinéas de protection contre la sureveillance dans leurs contrats de travail, et enfin, d’identifier, dans les mêmes contrats, des modèles spécifiques juridiques de protection.

AMENDMENTS TO THE TRADE UNIONS ACT AND THE RIGHT TO WORK

2019 ◽  
Vol 1 (XIX) ◽  
pp. 371-382
Author(s):  
Łukasz Łaguna
Keyword(s):  
Trade Union ◽  
Trade Unions ◽  
Current System ◽  
Labor Law ◽  
Employment Law ◽  
Paid Work ◽  
Contract Of Employment ◽  
Negative Effect ◽  
The Law ◽  
The Right

On 1 January 2019, the amendment to the Trade Unions Act enters into force. It introduces a kind of revolution in the current system of employment law. The law extends the law of the trade union coalition, creating and joining union organizations for non-employees.Article 1 establishes a normative category of persons who perform paid work, including employees and persons providing work for remuneration on a basis other than the employment relationship. Thus, the legislator extends the statutory right of the trade union to persons who are not considered employees. In relation to the above, in the context of analyzing this legal act, it is not justified to use the traditional “labor law” as a too narrow term for the needs of new regulations. The term “employment law” appears in the latest publications of the doctrine as a broader term than the above. Finally, it should be noted that the effect of changes may be that people who work on a different basis than an employment contract and who have a number of the same rights as those working on a contract of employment may stop trying to conclude such a contract. And this will have a negative effect on the whole society, for example due to the lack of the possibility to enforce labor law functions.

Getting in gear for global competition: pacts on employment and competitiveness in the EU automobile industry

2001 ◽  
Vol 7 (4) ◽  
pp. 650-656 ◽  
Author(s):  
Stefan Zagelmeyer
Keyword(s):  
European Union ◽  
Automobile Industry ◽  
Employment Relationship ◽  
Global Competition ◽  
The European Union ◽  
Labour Relations ◽  
Collective Agreements ◽  
Competitive Success ◽  
Plant Level ◽  
The Eu

During the 1990s, company or plant-level collective agreements on employment and competitiveness were forged at most car producers in the European Union. These pacts aim at maintaining or creating jobs and at improving the competitiveness of the plant or company in intra-conglomerate as well as inter-company competition. This paper analyses these employment pacts and discusses their implications for labour relations. It concludes that these pacts should not just be seen as examples of concession bargaining, but rather as emerging forms of cooperative labour relations, focusing on adjusting the governance of the employment relationship to the imperatives of joint competitive success.

Trade Unions: Some Social and Legal Problems, I

1964 ◽  
Vol 17 (1) ◽  
pp. 73-95
Author(s):  
R. W. Rideout
Keyword(s):  
Trade Unions ◽  
Legal Problems

scholarly journals The future of the standard employment relationship: Labour law, new institutional economics and old power resource theory

2017 ◽  
Vol 59 (3) ◽  
pp. 374-392 ◽  
Author(s):  
Judy Fudge
Keyword(s):  
Trade Unions ◽  
Institutional Economics ◽  
New Institutional Economics ◽  
Employment Relationship ◽  
Resource Theory ◽  
Labour Law ◽  
Manufacturing Firm ◽  
Power Resource ◽  
Power Resource Theory ◽  
Standard Employment Relationship

This article addresses two questions about the standard employment relationship that have become prominent in labour law literature: Does it exacerbate inequality? Is its decline inevitable? The focus is on the second question and emphasizes the extent to which the standard employment relationship was both embedded in, and the outcome of, an institutional ensemble that was fashioned out of the post-war capital–labour compromise in industrialized democracies. The analysis proceeds in three steps. The first is conceptual and stresses the distinctive nature of labour as a fictive commodity, and the recurring regulatory dilemmas that arise in any attempt to institutionalize a labour market. The second step historicizes and contextualizes the employment relationship, emphasizing politics and conflict (power resource theory) over rational choice and coordination (new institutional economics) as the basis for its institutionalization. The emphasis on politics, power and labour leads to the third step, which focuses on how the broad process of financialization influences three key institutions – the large manufacturing firm, the democratic welfare state and autonomous trade unions – that have been crucial for the development of the standard employment relationship.

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