Europeanisation Of Industrial Relations Research Articles

European Works Councils: Their Impact on the Europeanization of Industrial Relations in an Era of Market Globalism

The European Works Council (EWC) Directive provides the establishment of a social partnership forum within Multinational Companies (MNCs). The directive gives employees the right to information and consultation with the supra-national group management. The aim of this concept paper is to contribute to the debate on the Europeanization of Industrial Relations (IR) in the European Union. Specifically, it assesses the influence that EWCs, a novel institution within certain Euro-companies, have on the convergence of industrial relations among the member states. This critical topic can be evaluated from the standpoint of the current theory and its practical implications in order to draw the perspectives for a European system of IR both within MNCs and the rest of the companies. Our conclusions indicate that EWCs contribute to Europeanization in several aspects of employee relations, although this contribution has been limited to those issues that are wished for by the MNCs.

Collective interest representation of the European workforce in European Works Councils

In this article, I draw on case study evidence to assess different aspects of the representativeness of European Works Councils. First, I consider how representativeness is framed by external sources of legitimation, such as the legal framework and the founding agreements. Second, I examine the internal legitimacy that can be derived from their membership. Third, I explore the reciprocal construction of legitimacy through linkages with local employee representation structures. Finally, I discuss their role in relation to trade unions and the further Europeanization of industrial relations.

The Europeanization of Industrial Relations in the Service Sector: Problems and Perspectives in a Heterogeneous Field, by StefanRüb and Hans‐WolfgangPlatzer (trans. P. Burgess). Peter Lang, New York, 2015, 244 pp., ISBN: 978‐3‐0343‐1967‐6, $64.95, paperback.

The Europeanization of Industrial Relations in the Service Sector: Problems and Perspectives in a Heterogeneous Field, by StefanRüb and Hans‐WolfgangPlatzer (trans. P. Burgess). Peter Lang, New York, 2015, 244 pp., ISBN: 978‐3‐0343‐1967‐6, $64.95, paperback.

Industrial democracy from a European perspective: The example of SEs

The article deals with the forthcoming challenges to the German system of co-determination (Mitbestimmung ) arising from the Europeanization of industrial relations (IR) in general and the European Company (Societas Europaea — SE) in particular. After some short remarks on co-determination’s national history and present challenges, recent political controversies are discussed. Then the most important European regulations on employee involvement are analysed from a German perspective. The main part of the article presents some first empirical results on the new SE form with particular emphasis on its impact on the existing German system. Finally, some tentative conclusions are made.

Multinationals' heaven? Uncovering and understanding worker responses to multinational companies in post-communist Central Europe

The article critically discusses the view that the new EU member states, due to their weakly organized industrial relations, provide a permissive environment allowing multinational companies to unilaterally implement their human resource management strategies. After describing the labour cost motivations of foreign investors and the weakness of organized labour in the region, the paper presents empirical evidence from case studies in the automotive sector in Poland, Hungary and Slovenia. All case studies confirm the existence of nationally specific, mostly informal forms of employee resistance limiting employer freedom, as well as some appearance of cross-border forms of resistance. Conclusions are drawn with regard to current debates on social dumping and Europeanization of industrial relations, stressing the value of bottom-up, shopfloor-sensitive approaches.

Book Reviews

Books reviewed in this article:Alison L. Booth (ed.), The Economics of Labor UnionsWilhelm Eberwein, Jochen Tholen and Joachim Schuster, The Europeanisation of Industrial Relations: National and European Processes in Germany, UK, Italy and FranceEmer O’Hagan, Employee Relations in the Periphery of Europe: The Unfolding Story of the European Social ModelRandy Hodson, Dignity at WorkMichele Lamont, The Dignity of Working Men: Morality and the Boundaries of Race, Class and ImmigrationGuy Van Gyes, Hans De Witte and Patrick Pasture (eds.), Can Class Still Unite? The Differentiated Work Force, Class Solidarity and Trade UnionsFiona Colgan and Sue Ledwith (eds.), Gender, Diversity and Trade Unions: International PerspectivesBob Hancké, Large Firms and Institutional Change: Industrial Renewal and Economic Restructuring in FranceHuw Beynon, Damian Grimshaw, Jill Rubery and Kevin Ward, Managing Employment Change: The New Realities of WorkMichelle Brown and John S. Heywood (eds.), Paying for Performance: An International ComparisonBob Hepple (ed.), Social and Labour Rights in a Global Context: International and Comparative PerspectivesDouglas Ezzy, Narrating Unemployment

European social dialogue: an instrument in the Europeanisation of industrial relations

This article offers a historical and analytical overview of the development of the European social dialogue at the cross-sectoral and sectoral levels, and examines the potential of European social dialogue. In spite of the substantial institutional and cultural differences between the national industrial relations systems, the national social partners are increasingly facing the common challenges of globalisation and European integration. The European social dialogue has emerged as one of the potential instruments at the disposal of the social partners and European institutions for facing these common challenges. This article presents an evaluation of the development of European social dialogue to date and raises questions about future developments.

W. Eberwein, J. Tholen e J. Schuster, "The Europeanisation of Industrial Relations: National and European Processes in Germany, UK, Italy and France"

W. Eberwein, J. Tholen e J. Schuster, "The Europeanisation of Industrial Relations: National and European Processes in Germany, UK, Italy and France"

“Collective bargaining with the euro” Resolution adopted by the 3rd EMF collective bargaining conference, Frankfurt, 9/10 December 1998

In recent months European trade union organisations have been making progress in the field of europeanisation of industrial relations and coordination of wage policies in particular. The recent policy developed by the European Metalworkers’ Federation aims at coordinating the national-level collective bargaining in this sector. A coordinated bargaining policy should play a major role in intensifying and reinforcing the social dimension of European unity. The EMF is aware that wage bargaining in the EMU will be exposed to the pressures of greater competition with the risk of a downward spiral in wage undercutting and its objective in this respect is to counter the employers’ view of a European economic area with a common currency but with a wage policy fragmented at company, regional and national levels. The resolution adopted at the 3rd European collective bargaining conference in Frankfurt on 9 and 10 December 1998 states that the key point of reference for a coordinated wage policy must be to offset the rate of inflation and to ensure that workers’ incomes retain a balanced participation in productivity gains. The EMF also supports the initiatives regarding regional and bilateral bargaining “cross-linking” and the exchange of collective bargaining observers. Earlier, in July 1998, the EMF adopted a Charter on Working Time establishing common European standards in order to guarantee that working time does not become a subject for European competition. The EMF reconfirmed its commitment to a 35-hour working week, with a 1750 hours maximum normal annual actual working time as a target for bargaining at national level and an annual 100-hour ceiling on paid overtime.

The Sectoral Social Dialogue and European Social Policy: More Fantasy, Fewer Facts

The Social Protocol of the Maastricht Treaty on European Union promoted new forms of social dialogue. These could be considered on the one hand as instruments of European social policy; on the other, it could be argued, they mirror the range and degree of the Europeanization of industrial relations. In contrast to the most recent literature, this article focuses not on the `interprofessional' but on the sectoral variant of social dialogue. The empirical analysis of its constraints and potential is based on qualitative case studies of selected sectors (engineering, construction, transport and the public sector). Our results reveal significant differences between sectors. The sectoral application of the Social Protocol confronts such problems as the organizational prerequisites of the social partners, implementation procedures and the future role and function of the Commission. In the conclusion, different future scenarios are discussed.

ETUC-ETUI Conference: European Works Councils and the Europeanisation of industrial relations", Brussels, 2-4 October 1996

ETUC-ETUI Conference: European Works Councils and the Europeanisation of industrial relations", Brussels, 2-4 October 1996