Why does Germany abstain from statutory bargaining extensions? Explaining the exceptional German erosion of collective wage bargaining

Against the European trend, German statutory collective bargaining extensions (SBEs) have decreased in the last two decades, contributing to the exceptional erosion of German wage-bargaining coverage. This article distinguishes between two liberalization dynamics: an intrasectoral dynamic that started with the introduction of employers’ association memberships outside the scope of collective agreements, and an intersectoral dynamic. The latter is the result of an abnormal German institutional feature, the veto power of the employers’ umbrella association in the committees that have to approve SBE applications. Activation of this veto enabled employers to promote collective bargaining erosion in sectors other than their own, in order to contain cost pressures. This intersectoral liberalization dynamic has been part of Germany’s transition into an asymmetrically export-driven growth regime and could be stopped by means of political reforms.

Recommended Approaches

This chapter looks at several approaches to improving teleworking through increased trustworthiness and performance. Any combination of these methods should be beneficial. Some of the methods deal with analyzing LMX and improving its use. One of the ways to do that is to mitigate “distance” in LMX. “Distance” is a disconnect in the work relationship at times that are important. It concerns accomplishments that are crucial to recognition and promotion. Organizations need collective agreements that guide teams and foster shared understanding, collaboration, and innovation. Another valuable approach is an asynchronous one with work characterized by flexibility. Asynchronized working creates a situation where employees work a schedule without fixed hours. This is said to promote constant feedback and deep-thinking by freeing employees to manage necessary contacts with managers and other employees while self-managing their work-life balance in the process. The need for meetings is minimized and, when meetings are necessary, they may be more effective if they allow participant flexibility.

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

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.

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

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.

COLLECTIVE AGREEMENTS IN THE ANTI-CRISIS SHIELD

In response to the outbreak of the COVID-19 pandemic, the Anti-Crisis Shield has been enacted, which provides, inter alia, for the possibility to conclude collective agreements introducing economic demurrage, reduced working time, equivalent working time combined with prolongation of the settlement period to 12 months and less favourable conditions of employment of employees than those arising from the employment contracts concluded with them. The purpose of this paper is to analyse the above agreements and to try to assess whether they have been given the correct legal shape.

sectoral FORMS OF REGULATION of SOCIAL AND LABOR RELATIONS: REGIONAL ASPECT

In this article, the author examines the system of regulation of social and labor relations at sectoral enterprises of the machine-building industry in the region. The study of the contribution of the industrial potential of the machine-building industry to the economy of the region and the country has been carried out. The goals and objectives of trade unions in the system of social partnership, legislative and legal acts regulating labor relations at the regional level are analyzed, the structure of the republican sectoral tripartite commission is shown and examples of the implementation of republican sectoral agreements and collective agreements of enterprises are presented. The author identified the possible risks of legal uncertainty in the regulation of social and labor relations at the regional sectoral level. New forms and mechanisms of interaction with Russian industrial corporations for solving social and economic issues of labor collectives have been formulated and proposed. The conclusion of corporate agreements is becoming one of the key benchmarks.

Talking about non-union collective agreements: A union perspective

In a recent contribution in this journal, Mark Bray, Shae McCrystal and Leslee Spiess posed the question, ‘Why doesn't anyone talk about non-union collective agreements?’ Surveying business, government and union perspectives, the authors identified the need for greater attention and research to understand their effect on contemporary Australian industrial relations. This article serves as a response to this concern. Two case studies illustrate how non-union agreements work in practice under the Fair Work Act 2009. We outline further examples of how unions have been talking about non-union agreements through a legal and policy strategy rather than public advocacy. Assessing employer motivations for pursuing non-union agreements, as well as bargaining outcomes for workers, we conclude that there is an urgent need for reform.

Regional experience in adapting decent wage standards in agriculture: analysis and evaluation

In article the question of extent of adaptation of Standards of the decent salary in branch of agriculture as one of important instruments of increase in profitability of work in agriculture is considered. In order to solve this problem, the author analyses and carries out a comparative assessment of the content of Sectoral Labour Agreements with a view to reflecting in them social guarantees on decent remuneration of workers of the industry in a number of subjects of the Russian Federation. In addition, the article provides analytical material on the degree of practical implementation of social guarantees, as the basis of Decent Wage Standards, using statistical groupings of the constituent entities of the Russian Federation on a number of indicators. For example, by ratio. The minimum wage and subsistence minimum, as well as the average wage and subsistence minimum; Their dynamics by years are given. In addition, the author of the article believes that in order to gain a better understanding of the implementation of the Decent Wage Standards in the industry, it is necessary to study the practice of their application at the level of enterprises and organizations in order to assess the degree of implementation of social and legal guarantees when concluding collective agreements directly in organizations. This will be the next stage of the study on the adaptation of Decent Wage Standards.

POLOŽAJ REPREZENTATIVNIH SINDIKATA I SINDIKALNIH PREDSTAVNIKA U REPUBLICI SRBIJI

Author in the paper analyze the position of representative trade unions and trade union representatives in the Republic of Serbia. The largest percentage of employees in the Republic of Serbia exercises their collective rights through trade unions. There is a difference between representative unions and those that are not. In addition to the provisions of the Labor Law, the position of trade union representatives in the Republic of Serbia is additionally regulated by collective agreements. They enjoy an increased level of protection, because they come into conflict with the employer when performing the union function. In the paper, the author points out certain open issues related to the regulation of the position of trade unions and trade union representatives and makes proposals for their solution.