Trade Union Representatives Research Articles

Labor feels 'left out' of Responsible Care

Workers and their trade union representatives are neither widely involved in nor well informed about the chemical industry's Responsible Care initiative, according to a survey published last week. ...

Labour Market, Work Mentality and Syndicalism: Dock Labour in the United States and Hamburg, 1900–1950s

SummaryThis international comparison firstly examines labour market organization, casual labour and work mentality in North American seaports and in Hamburg. By contrast to British ports, these ports finally dispensed with casual labour between the world economic crisis and the Second World War, and labour markets there were centralized. Secondly, the industrial militancy of mobile dockworkers without permanent jobs is examined through a consideration of syndicalist organizations (1919–1921), and interpreted as an interplay of experiences with power in the network of labour market, workplace and docklands. The study refers repeatedly to the decisive dividing line between regularly and irregularly employed dockworkers. National differences in trade union representation and dispute behaviour are analysed by reference to dockworkers' direct actions.

Size and effectiveness: a case study of a small union

This article challenges the conventional wisdom that increasing size is the key to effective trade union representation. We draw on case study research at the National Union of Lock and Metal Workers (NULMW), which has allowed certain assumptions about small and independent unions to be challenged and suggests some possible alternatives to concentration strategies as a response to a hostile environment

Terms of employment and industrial relations in the European Union institutions and bodies

Since the Second World War there has been a constantly expanding growth in political and economic relations among states. The internationalisation of politics and the economy is to some extent global in its proportions, giving rise to formations of a world-wide dimension, while in other cases it focuses on major regions, as in the case of the European Union. A corollary of this increase in transnational interdependence is the creation and development of multinational organisations and their attendant bureaucratic apparatuses. Rather little is known about the working conditions and participation rights of the employees and about trade union representation in these transnational bodies. This contribution, based on a study (Hassel and Jacobi) commissioned by the Hans Böckler Foundation of the DGB in 1995, collates the most important information about industrial relations in the EU bodies and supplements this information with recommendations for the improvement of trade union representation. The article was written during a period spent as a guest at the University of Aalborg. I should like to thank my Danish colleagues for their critical remarks and stimulating discussions from which this article has benefitted.

Do Institutions Matter? Convergence and National Diversity in the Restructuring of Employment in British and Danish Banking

This article examines changing employment relations in British and Danish banking. The analytical focus is the relative balance of convergent and divergent tendencies when nationally distinct institutional systems are subject to similar economic and technological pressures. Using statistical and documentary data in addition to interviews with management and trade union representatives, the author concludes that there is considerable evidence of convergence, but that the trend towards greater managerial discretion provides scope for continuing national differentiation.

European Welfare Futures: The Views of Key Influentials in Six European Countries on Likely Developments in Social Policy

The welfare state, having reached maturity in most European countries, faces challenges from economic, social and political developments. Some studies argue that common pressures are likely to evoke similar responses; others suggest that the differences between welfare regimes both permit and require different policies. It is also suggested that the single European market will require convergence in tax regimes, social provision and entitlements to ensure fairer competition and to prevent “social dumping”. Analysis of data from a survey of politicians, representatives of business, trade unions, civil servants and others shows some convergence in the recognition of problems in welfare policy and in ideas about finance. However, debate about the response to similar issues often differs, according to the detail of institutional structure and the pattern of interests it produces.

European Monetary Union - a quantum leap

The main statements contained in this paper can be summed up as follows: 1. The single market created a supranational economic area. It is only logical from an economic point of view that the single market should also give rise to a single currency. 2. In order to improve Europe's competitive position vis-à-vis Japan and the USA, the dollar must be rivalled by a European currency having equivalent clout. 3. The convergence criteria are economically justified. Stable prices, low interest rates, the reduction of dramatically inflated national debts and the elimination of competitive devaluations stimulate investment, jobs and growth. 4. The European Central Bank will assume the status of a European monetary government. If an equal effort is to be made to achieve employment and social policy objectives, then an economic government and a social government are also required. 5. The task of an economic government, in the form of a harmonised economic policy for the EU Member States, is to promote job-creating investment in new technologies and modern infrastructure projects. 6. The task of a social government, in the form of Union-wide coordinated trade union representation, is to safeguard social standards, participation rights and wage claims. 7. Only the trio of Monetary, Employment and Social Union make sense and entail genuine legitimacy. 8. In the light of the ongoing trend towards globalisation, the cost of failure and the associated re-establishment of putatively wholly sovereign nation states would be counter-productive for all countries in Europe.

The future of health care in six European countries: the views of policy elites.

A recent study was made of the views of politicians, representatives of trade unions, business organizations, and others likely to be influential in policy making, on the future of health care provision in six European Union (E.U.) countries. This article discusses the findings. While common problems of rising cost resulting from population aging are recognized in all countries, the way these issues are interpreted and the policies seen as appropriate to tackle them differ. Views are strongly influenced by the organizational structure of the existing provision. This supports the "new institutionalist" view that policy feedback plays an important role in shaping policy reform. It also indicates that the potential for convergence in E.U. social policy is more limited than suggestions that the single European market will lead to an "ever closer union" might imply.

Les enjeux de la concertation institutionnelle

The Stakes of Institutional Dialogue The functioning of the Superior Council for the Civil Service and that of its trade union section could be improved. The same is true for the State of mind which presides over the dialogue engaged in by ail bodies which comprise representatives of opposing factions. Trade unions have always sought improved dialogue and increased participation but, at the same time, are more reticent about taking part in decision-making. Currently, and in the light of the escalation in recent months of aggressive conduct by trade union representatives, it appears very difficult to create a new structure to replace these bodies. The past weighs heavy in our country and trade unions have not hesitated to construe new structures as a very serious infringement of the rights which, over time, they have acquired.

The Future of Labour Law

Have we reached the 'end' of labour law? The disbandment of the Department of Employment in July 1995' and the announcement by the last Secretary of State for Employment that the 'step by step' reform of labour law which began in 1980 has been completed, will be seen by some in this way, just as Fukuyama proclaims the 'end of history'. In this vision, the framework of decollectivized, deregulated, and deinstitutionalized neo-liberal labour law is here to stay because it matches the basic needs of a globalized capitalist market economy and of liberal democracy. Yet at the very moment of its apparent triumph, individualized market labour law faces political, industrial and judicial challenges. The leader of new Labour assured the TGWU Conference in July 1995 that a Labour government would make a number of important changes in labour legislation, including new rights of trade union representation, restoration of trade union rights at GCHQ, giving part-time workers the same rights as full-timers, and 'signing the EC Social Chapter': The TUC has launched a campaign for 'a new legal framework which combines the best traditions of British collective bargaining with new rights under European law'. The European Court of Justice's ruling has forced the Government to bring forward legislation to provide for the designation of workers' representatives for the purposes of consultation under the directives on collective redundancies and transfers of undertakings. The Government has also had to amend thresholds in UK legislation which the House of Lords found to be

Meetings on European multinationals: the experience so far

This article looks at the experience to date of meetings on European multinational companies, precursors to European works councils, using information from the main organisers, the European Industry Committees, and the participants. It finds that: there are now at least 290 European multinationals where employee representatives have met to talk about the prospect of a European works council. Overwhelmingly it is the national unions who decide who participates in the European level meetings and that, while non-UK unions draw on the statutory representative structures, such as works councils, to select their participants, in the UK the situation is more fluid. Overall around two-thirds of those attending are lay representatives. There are three issues which most meetings cover: the financial structure and plans of the company; a comparison of working conditions and trade union representation in the company's European locations; and the prospects of establishing a European works council. The meetings are about both exchanging information and building a European Works Council, although some Industry Committees focus more clearly on establishing a European Works Council than others. Participants report progress towards works councils, although they also welcome the links made and information shared at meetings. There are difficulties in maintaining links outside the meetings. The biggest single problem is language; people cannot communicate outside the formal sessions. There is also a general feeling among participants that they would like more information and among the organisers that they would like more resources. The key training needs are identified as language training followed by more training on the industrial relations systems in other countries.

Worker Representation and Consultation

Reviews current and proposed European Union requirements relating to workforce consultation and considers their implications for present British systems of employee representation. Attention is drawn to several areas – transfers of undertakings, collective redundancies and health and safety at work. A number of potential difficulties associated with trade union representation under proposed European legislation are also highlighted. More generally, identifies a clear tension between the philosophy of worker representation embodied in European directives and the union‐based arrangements widely used in Britain.

COMPULSORY COMPETITIVE TENDERING FOR LOCAL GOVERNMENT SERVICES: THE EXPERIENCES OF LOCAL AUTHORITIES IN THE NORTH OF ENGLAND 1988‐1992

This article examines the response of a sample of local authorities in the North of England to the introduction of Compulsory Competitive Tendering (Cm) following the 1988 Local Government Act. It analyses the Organizational implications of CCT and highlights how officers, councillors and trade union representatives viewed the changing nature of management within local authorities in the period following the award of the first service contracts. In particular, it examines the different reactions to the development of a more commercial approach to the management of services and ends by assessing the specific impact of CCT in the context of other important changes in local government.

Trade Union Representation: The UK and Ireland in the European Context

This paper uses evidence from a major survey of employers (of more than 200 employees) with around 5000 respondents in 14 European countries to compare trade union representation at organisation level. It compares the situation in the UK and that in Ireland with the rest of Europe. The paper addresses trade union membership, trade union recognition and trade union influence. It also examines the locus of decision‐making on industrial relations within UK organisations and compares that too with Ireland and elsewhere in Europe and addresses the issue of human resource management (HRM). Finally, the paper attempts to locate the British and Irish situation within a European context.

CRAFT INTEGRATION AND FLEXIBLE WORK PRACTICES: TRAINING IMPLICATIONS

Evaluates an attempt to increase numerical and (particularly) functional flexibility in a large chemical processing plant in the Republic of Ireland. Additionally, focuses on the training implications of managerial initiatives to introduce flexible working arrangements. The case evidence is based on interviews and documentation from senior and line management, employees and trade union representatives. Reviews the nature of craft integration and the various problems encountered in negotiations between the various parties. Explores the training agenda associated with craft integration and suggests various issues for consideration by companies seeking to achieve craft integration and improvements in flexibility.

MISMANAGING SEXUAL HARASSMENT: PROTECTING THE PERPETRATOR AND BLAMING THE VICTIM

The EC has recently ratified a code of practice on sexual harassment in the workplace. Drawing on case study material, argues that initiatives designed to formalize the procedures for dealing with sexual harassment are necessary but by no means sufficient for its effective management. Presents case studies which outline how sexual harassment can be mismanaged both by professional managers and by trade union representatives.

Sexual harassment: The response of management and trade unions

The paper describes a series of surveys which dealt with the response of employers and trade unions to sexual harassment, together with an analysis of cases dealt with by the Equal Opportunities Commission for Northern Ireland. The surveys considered issues including training, policy, publicity and perception of sexual harassment by designated personnel. Results indicated wide variations in response amongst representatives of trade unions and private and public sector employers, and a general lack of coordination between organizations. The difficulties in defining and ultimately pursuing cases of sexual harassment are discussed in the light of these findings.

Limitations to Freedom: is there a Choice for Human Resource Management?

SUMMARYThere is a great variety in human resource management (HRM) practices, not only in terms of policies and personnel activities, but also with regard to the parties involved and the procedures for decision‐making. But which factors can best account for these differences? Are they due to organizational and environmental characteristics or are they basically due to the interests, preferences and power positions of the parties concerned ‐ parties like management, employees, personnel management staff, trade union representatives, members of the works council and so on?Based on elements of industrial relations theory, organization theory and organization sociology, a research project was set up with the aim of gaining a better understanding of the factors which can shape HRM practices. The empirical part of the research consisted of paired comparative case studies from different industries. The result is a conceptual model which not only encompasses the relevant forces in the shaping of HRM, but also states the conditions determining the amount of room for manoeuvre the parties concerned have to make their own strategic choices with regard to HRM.

Espace social et "coordinations"

The Social Space and Primary Teachers' "Co-ordinations". The "co-ordinations" of primary school teachers that were set up in January-February 1987 were an indicator of and an instrument in the challenge to the traditional forms of trade-union representation of this occupational group. This article attempts to describe the many links between the organization of primary schools and the structure of the field of primary-teacher trade-unionism, as well as the diversification of political attitudes that results from the transformation of recruitment to this profession. The development of this new form of labour conflict represented by "co-ordination" can in fact be seen to result from an effort at mobilization which reactivates cultural oppositions arising from transformation of the logics governing access to the primary-teaching profession. The modalities of group formation and the style of the "co-ordinations" can be traced back to the sometimes contradictory constraints of the trade-union activity specific to this occupational group and those of the political System. Starting from a particular but significant case, this article combines statistical analysis with numerous ethnographic observations and brings to light certain tendencies at work in the current transformation of struggles over the representation of social groups.

Occupational Bladder Cancer in Textile Dyeing and Printing Workers: Six Cases and Their Significance for Screening Programs

Occupational bladder cancer due to aniline dye intermediates such as beta-naphthylamine and benzidine has long been known; benzidine congeners (o-tolidine and o-dianisidine) are highly suspect. Among 400 men from the Amalgamated Clothing and Textile Workers Union (ACTWU) Dyers locals in New York and New Jersey screened over a 4-year period, two cases of bladder cancer were detected. (Microscopic hematuria, not cytological evaluation, prompted further investigation.) Before a 1984 ACTWU screening program in North Carolina, three workers from the same plant self-reported bladder cancers. Another member, with inconclusive screening results, was diagnosed 2 years later. For these six cases, the mean age at detection was 56.5 years (age range, 38 to 79 years), a decade earlier than age at diagnosis of nonoccupational bladder cancer in men. The average latency from onset of exposure to diagnosis was 23.3 years. These cancers provide evidence to support the initiation of screening programs for high-risk workers. To overcome the emotional and economic disincentives faced by potential victims of occupational bladder cancer, training programs are needed. Worker involvement is required, through trade union representation where possible, to assure reliable training and the equitable distribution of screening and treatment costs.