Trade Union Representatives Research Articles

From nationalism to European patriotism? Trade unions and the European works council at General Motors

Research on economic patriotism has so far focused on public policy and only marginally addressed the role of non-state actors. This contribution seeks to fill this gap. It examines the emergence of a European economic patriotism discourse among trade union representatives at General Motors since the late 1990s, which underpinned the operation of the company's ‘European works council’, a statutory body of employee representation mandated by a 1994 European Union directive. It argues that the new trade union emphasis on ‘European interests’ vis-à-vis subsidiaries in other world regions, and vis-à-vis GM's global headquarter in Detroit, reflected a (partial) ‘upward shift’ of patriotism from the national to the European level in response to corporate globalization. It also highlights the limited and fragile nature of European patriotism, which was severely challenged during the recent global economic crisis

Governance and industrial relations in the Italian system of continuous vocational training

This paper analyzes the role of social partners in the governance of the Italian systems of continuous vocational training. Despite the relevance of the social dialogue approach emphasized at the European level, few empirical studies address the issue of the interactions between the social partners in planning and developing training programs. Through focus group and individual and collective interviews with 42 Italian social partners representatives of the metal-machinery industry, this study provides evidences about the quality of the interactions between trade unions and employer associations in the design, implementation and evaluation of training programs funded by the Italian bipartite body Fondimpresa. The main results show that at the national level the interactions between the social partners seem to work in a quite effective way, while at the territorial and company level the training issue remains a prerogative of the employer. These results are partially determined by the lack of technical skills of the trade union representatives in the workplace, which often results in a concessive approach to training negotiation with the employers. Finally, the interactions between the social partners are negatively affected by the low level of strategic and operational coordination among the various levels of action of the actors themselves.

Inferno in garment factory in Karachi

OPINION□ SAFETYSTANDARDSININDUSTRY Inferno in garment factory in Karachi The inferno has caused a great tragedyto the familiesofthe deceased and injuredworkers The Karachi resulted devastating and in the a leather fires deaths in factory a of garment more inLahore factory than have 322 in Karachi and a leather factory inLahorehave resultedin the deaths of more than 322 workers, including womenand injuries to many workers.The infernoshave caused a great tragedyto the familiesof the deceased and injured workers. Thesetragic incidents haveonce againexposedtheabsenceofobservance ofsafety & healthlaws and thenon-implementation of otherlabourlaws bythegovernment regulatory bodies. It allowsthecontinuous exploitation of theworkers bytheunscrupulous employers. Had there beenadequatearrangements for fire fighting and exitsfortheworkers in case ofemergency, andsafety precautions against fire, thesetragedies couldhavebeenaverted. Thesetragedies also exposedthefactthatthe majority of workers in thesefactories were not coveredbymandatory labourlaws,old age benefits , orsocialsecurity. Theworkers arenotonly compelledto perform hazardousworkwithout safety measuresand humanworking conditions, buttheyarealso keptdeprived from their lawful rights. Theyevenfind that their fundamental trade unionrights are curbedso thattheycould not havetheir collective voicetodefend andpromote thesame. The Government of Pakistanhas ratified ILO Convention81, which imposed international obligationsupon the Government to enforce labour laws, includingsafetyand healthlaws through independent labourinspection machinery . Unfortunately, the previous Provincial Governments ofPunjabandSindh suspended that machinery in order to allow the employers' unchecked exploitation oftheworkers bydenyingthemtheenforcement ofthesocialsecurity, old age benefits schemesand safety and health laws.Through theconcerted efforts oftheworkingclassofPakistan , theProvincial Government ofPunjabhasnowrevived thismachinery. However, many factories arelocatedinresidentialareascausing danger totheworkers as wellas theresidents ofthelocality, as happenedincase offactories at Kharak, Multan Road,Lahoreand theleather factory at BundRoad,Lahore.Similar situations prevailin thelargest industrial cityof Pakistan (i.e. Karachi) wherethisinferno ina garment factory hastakenplace. The working classofPakistan and all patriotic forceshave condemnedthisstateof affairs and demandedthattheGovernment shouldfulfil its constitutional obligations to enforcesafety and health andother labour lawsthrough independent labourinspection machinery in accordance with theprinciples laid down in ILO Convention 81. The Conventionhas been ratifiedby the Government ofPakistan andthey areobligated to equip the labour inspectorate with technical knowhow toenforce labourlawsso as toprevent tragic accidents and occupational diseasesofthe workers. Effective labourinspection shouldcarry out a comprehensive campaign to createawarenesson safety and healthlawsand implementaKHURSHID AHMAD is General Secretary of the Pakistan Workers Confederation INTERNATIONAL union rights Page 22Volume 19Issue 32012 tionofother labourlawsintheinterest ofpromotionofsafety and health oftheworkers at work place.Thesestepscanhelpwith theprevention of occupational diseasesand to stopfataland nonfatal accidents attheworkplace. TheSocialSecurity System shouldnotonlyprovideadequatemedicalassistance to theworkers for maintaining their health, butalso provide professional educationand training facilities to the Government,Employers and Trade Union Representatives through awarenessactivities, so that, suchaccidents and occupational diseasesof theworkers could be prevented. The outdated labourlawsshouldalso be brought inconformity with ILOConventions ratified bytheGovernment ofPakistan. The Factories Actof 1934imposesa penalty uponan employer of500rupees(Section 25) incasehe/she fails toobservesafety & health lawsandprovide training to theworkers forfire fighting. The workers employedin theinformal sector, andwho constitute almost70 percentof theworkforce,shouldbe fully coveredunder labourandsafety andhealth laws. Those industries thathave more hazardous nature ofworkshouldbe heavily penalisedas a deterrent to impressupon the employersto ensuresafety and healthoftheworkers atwork place. The dangerouschemicalsused in those industries shouldalso be fully labelledand kept atsafer workplaceso that itmight notcatchfire. The hazardous nature ofworkbeingcarried out inmines, coal mines, engineering, chemical, textileindustries as wellas electricity and transport shouldbe especially coveredforimproving their safety needsagainst accidents byproviding them safetyequipmentand training and education against hazardous andoccupational diseases.The largest labourforce employed inthetextile sector including female workers often becomevictim of occupational diseasesincluding lungs,therefore, specialefforts arerequired tobe madetoensure themsaferworkplace. The Government should alsotakeinitiative todevelopresearch capacity to investigate thecauses of accidentsand occupational diseasesso that information andknowledge on thesubject couldbe fully disseminated among theGovernment, Employers and Workers representatives as wellas atgrassrootslevel. The tradeunionsare also requiredto spend morefundsforcreation of awarenesson safety andhealth andeducation andtraining totrain the trainers on safety and health.A survey in many industries has established thatwheresafety and health lawsareobserved, their productivity is far better thanthoseindustries thatlackthisrequirement .The Government both at Federal and Provincial leveltakea lessonfrom theaboveaccidentsand joinhandswiththetradeunionsand employers to ensuresafeworking conditions to theworkers in conformity withILO Conventions 81 and 155.The tradeunionmovement pledges to carry outconcerted struggle against thismenace ofaccidents andoccupational diseasesofthe workers atworkplaceunlessthosearefully eliminatedfrom thefacet oftheindustry. Corporate-controlled monitoring once again fails toprevent worker deaths by the International Labor Rights Forum On 11thof September 2012 nearly 300 workers were killedwhen firerippedthrough the Ali Enterprises jeansfactory inKarachi, Pakistan. The factory madejeansformajor western brands, and yetwas notequippedwithfire-safety equipment. Itwasnotlegally registered with thePakistan government andhadfailed toprovide themajority of workers withemployment contracts...

Equality, diversity and corporate responsibility

Purpose – The purpose of this paper is to explore the triggers to the development of sexual orientation diversity policy and practice in the UK private sector, based on the perspectives of those “championing” sexual orientation diversity work.Design/methodology/approach – The paper is based on 22 in‐depth key informant interviews which can be broken down as follows: diversity specialists (5), management (6, of whom 3 were sexual orientation senior management “champions” in their organisations), trade union (3) and LGBT network group representatives (8), as well as access to company and trade union web sites and publications. Interviews sought to trace the history of sexual orientation equality and diversity work, development of structures, policies and practices as well as triggers and barriers to progress and areas of innovation.Findings – Recent literature on equality and diversity in the British national context has sought to explore the implications of a social justice versus a business case driven eq...

Evaluation of physician assistants in National Health Service Scotland

Physician assistants (PAs) have medical training and work supervised by a doctor. In 2006-2008 the Scottish Government piloted use of USA-trained PAs. The aim of the paper is to evaluate the impact and contribution made by PAs to delivering effective health care in National Health Service (NHS) Scotland. Mixed methods, longitudinally, including interviews, feedback forms and activity data collection. Data analysis used nVivo, SPSS and Excel. Participants were 15 USA-trained PAs, medical supervisors and team members, 20 patients, four NHS senior managers and three trade union representatives. Settings were four Scottish NHS Boards where PAs worked in primary care, out of hours clinics, emergency medicine, intermediate care and orthopaedics. Two minor patient safety issues arose. Patients were satisfied with PAs. Scope of practice did not replicate US working. Inability to prescribe was a hindrance. PAs tended to have longer consultations, but provided continuity and an educational resource. They were assessed to be mid-level practitioners approximating to nurse practitioner or generalist doctor. Valued features were generalism, medical background, confidence differential diagnosis and communication. Interviewees suggested PAs could fulfil roles currently filled by medical staff, potentially saving resources. In conclusion, there is potential for PAs to fulfil distinctive mid-level roles in the Scottish NHS adding value in continuity, communication and medical approach.

Navigating Between Dialogue and Confrontation: Phronesis and Emotions in Interviewing Elites on Ethnic Discrimination

Interviews with political or organizational elites often constitute a valuable source of knowledge about organizational culture, values, and strategies. However, such interviews often confront the researcher with either reluctant or control-seeking respondents, especially for sensitive issues such as human rights and ethnic discrimination, issues that may involve strong emotions. Drawing inspiration from a qualitative methodology focusing on resistance and power, the article argues that in such situations, the interviewer needs to integrate both dialogic and agonistic interview methodologies through phronesis, Aristotle’s concept of practical rationality. A phronetic approach, involving reflections on the link between reason and emotions, is well suited for handling both dialogue and confrontation in the interview process. Empirically, the article draws on interviews with representatives of trade unions and employer organizations on the subject of human rights and ethnic discrimination in the Danish labor market.

Dalla "piccola patria" all'Internazionale: friulani nelle reti del movimento operaio

The article proposes a hypothesis of reading of the international worker’s movement nets, reconstructed through the survey of the experience of emigration from Friuli, a territory that in the years between XIX and XX century has reached the peak among the migratory rates of Italian regions. Migratory experience has marked the story of the working class of Friuli, both in point of the acquisition of professional ability, and in regard of the construction of a political identity, thanks to the worker’s movements of the countries of emigration. At the same time, Friuli has given a lot of his trade-union representatives to the international movement. Therefore, the history of the working class breaks, through the migratory experience, the schematism of national worker’s movements historiography.

Il Sistema di Imprese della Cooperazione Sociale: Origini e Sviluppo dei Consorzi di Cooperative Sociali (Networking Among Social Cooperatives: Origins and Development of Consortia)

The paper aims to study the organizational structure, namely the integration developed among social cooperatives in Italy over their thirty years of history. In addition to organizing political and trade union representation, the social cooperation movement has felt the need to develop a system of consortia organized on several levels. In order to better carry out their tasks, in fact, social cooperatives make use of Consortia, i.e. business entities that rarely work at the end of the supply chain or operate in the market for services. Consortia prefer to remain in the middle and supply business services. The paper also highlights the changing role of the consortium system: from a promotion and political representation to a more targeted function. The consortium seeks to perform fewer and more specific functions, especially to strengthen the entrepreneurial profile of social cooperatives and of the network as a whole.

Lesbian, Gay and Bisexual Equality in a Modernizing Public Sector 1997–2010: Opportunities and Threats

The public sector has traditionally been in the forefront of equality employment policy and practice and an employer of choice for lesbian, gay and bisexual (LGB) people. The introduction of the Employment Equality (Sexual Orientation) Regulations outlawing discrimination in employment on grounds of sexual orientation in 2003 has undoubtedly offered a step forward for LGB people in British workplaces. Yet the public sector has been subjected to huge changes as a result of the ‘modernization agenda’ pursued by the Labour government between 1997 and 2010. It has been argued that the pace and direction of change has not only jeopardized but reversed progress made on equal opportunities in the public sector. This article considers LGB employee and trade union representatives' views on the inclusion of sexual orientation in public sector equality policy and practice. It draws on European Social Fund‐sponsored research in nine ‘good practice’ public sector organisations between 1994 and 1997.

Promoting Gender Equality without a Gender Perspective: Problem Representations of Equal Pay in Finland

The current locus of promoting equal pay in Finland is the workplace. Legal instruments, like gender equality planning and its pay surveys, are to be implemented in workplaces. This development raises important questions about the central role of the local trade union representatives as promoters of equal pay. This article analyses how local trade union representatives construct the problem of unequal pay and their role in narrowing the gender pay gap and their possible agonistic adversaries in negotiations on equal pay. Different problem representations concerning equal pay are analysed and evaluated on the basis of their potential to fracture the gender‐blind wage bargaining culture and ability to cash in on the promises made towards narrowing the gender pay gap.

Mandatory retirement in the police service

PurposeIt is common for police services to set mandatory retirement ages at a relatively young level. The aim of this paper is to discuss the reasons for, and workforce planning implications of, mandatory retirement within the context of the London Metropolitan Police Service (MPS).Design/methodology/approachThis research is based on in‐depth interviews with seven senior human resource managers and two trade union representatives in the MPS.FindingsWorkforce planning issues shaped managers' perceptions of the need for a mandatory retirement age of 60 for police constables. On the one hand, they were under pressure to increase the number of constables, and the possibility of extending working life was seen as one means to that end. On the other, it was feared that the retention of older police officers would lead to career blockages for younger police constables rising through the ranks.Practical implicationsOwing to labour and skills shortages, MPS managers were looking for ways to encourage older police officers to delay retirement. Innovative practices, such as offering flexible working hours, mentoring roles and pension incentives as alternatives to retirement were identified.Originality/valueThe qualitative data put the discussion of mandatory retirement in police services within the context of workforce planning rather than capability. For police authorities that maintain mandatory retirement policies, raising or abolishing retirement age would change the workforce planning paradigm in which police officers are recruited from, and retire at, young ages.

Variable Pay and Collective Bargaining in British Retail Banking

The growth of variable pay schemes (VPS) appears to threaten collective approaches to pay determination, which are based on standardization and centralization. This article utilizes case study research to analyse the still little-known relationship between collective bargaining and VPS. It focuses on the retail banking sector, where trade union representation and collective bargaining remain relatively robust. The research identifies an emergent process whereby the growth of bonus schemes has both supplanted collective profit-share and permitted greater standardization of merit-pay awards. Unions have therefore achieved some success in terms of limiting variation in base pay, at the same time as the overall purchase of collective bargaining on employee earnings has diminished. The factors contributing to this development are explained.

Discipline, representation and dispute resolution-exploring the role of trade unions and employee companions in workplace discipline

This article reports findings that suggest that trade union representation both protects worker interest and also facilitates the informal resolution of disciplinary disputes. However, this is dependent on robust representative structures and high-trust relationships with employers. Conversely, non-union companions were found to have no substantive impact on disciplinary processes and outcomes.

Mandatory retirement in the police service: the case of the London MPS

PurposeIt is common for police services to set mandatory retirement ages at relatively young ages. This paper seeks to discuss the reasons for, and workforce planning implications of, mandatory retirement within the context of the London Metropolitan Police Service (MPS).Design/methodology/approachIn‐depth interviews were carried out with seven senior human resource managers and two trade union representatives in the MPS.FindingsWorkforce planning issues shaped managers' perceptions on the need for a mandatory retirement age of 60 for police constables. On the one hand, they were under pressure to increase the number of constables, and the possibility of extending working life was seen as one means to that end. On the other, it was feared that the retention of older police officers would lead to career blockages for younger police constables rising through the ranks.Practical implicationsOwing to labour and skills shortages, MPS managers were looking for ways to encourage older police officers to delay retirement. Innovative practices, such as offering flexible working hours, mentoring roles and pension incentives as alternatives to retirement were identified.Originality/valueThe qualitative data put the discussion of mandatory retirement in police services within the context of workforce planning rather than capability. For police authorities that maintain mandatory retirement policies, raising or abolishing retirement age would change the workforce planning paradigm in which police officers are recruited from, and retire at, young ages.

Getting a grip on guidelines: occupational contact dermatitis and urticaria

Evidence-based guideline development can be seen as one of the major recent developments in efforts to improve patient care, providing clinicians and patients with information on how to manage health problems appropriately in day-to-day practice.1 Active involvement of patients and the public in the research process is expected to lead to research which reflects their needs and views, and subsequently is likely to produce results that can be used to improve practice in health and social care.2 The British Occupational Health Research Foundation (BOHRF) is a charity which raises and deploys funds for occupational health research of practical value to reduce the enormous cost to employers and workers of work-related illnesses. In March 2010, the BOHRF launched evidence-based guidelines for the prevention, identification and management of occupational contact dermatitis and urticaria.3 The guideline development group comprised dermatologists, a GP, occupational physicians, occupational health nurses, safety professionals, employers, and trade union and patient representatives. Previously, the NHS Plus Occupational Health Clinical Effectiveness Unit at the Royal College of Physicians released evidence-based guidelines about latex allergy4 and dermatitis,5 particularly as they affected healthcare workers in 2008 and 2009 respectively. GPs face pressure to provide a mounting range of services and targets on behalf of their NHS patients. A total of 28.9 million people are employed in the UK,6 …

Decent Work and its Implications for Careers

The principle of decent work was first espoused in the 1948 Universal Declaration of Human Rights. Since 1999 the International Labour Organisation has operated according to a Decent Work Agenda and in recent times the movement towards the provision of decent work as a means of improving the quality of life has gathered momentum. Decent work is relevant to career development worldwide and embodies: a reasonable income; equal opportunities; safe working conditions; trade union representation; and a social safety net. Evidence is provided that decent work is not necessarily a feature of employment or career development across various countries. In a time of workplace fragmentation there are pay differentials in favour of workers under collective bargaining; working hours are longer than stipulated; overtime is not compensated; or there is work-related physical and mental stress. This paper explores the concept of decent work and its implications for career development.

European Works Councils

Involvement of employees in the social dialogue has always been an ongoing and vigorous concern of the European Union. Over the years since the European Works Councils (EWCs) were established in 1994, expectations regarding their role have grown, particularly in anticipating and managing change as corporate activities have become increasingly internationalized. Finally, after fifteen years of ongoing debate, Directive 2009/38/EC, establishing a new legal framework for EWCs, took effect in June 2009, with Member States obligated to implement the new rules at national level by June 2011. The 2009 Directive is intended to ensure that employees' transnational information and consultation rights are effective, to increase the number of European Works Councils established, to strengthen the legal certainty of negotiated outcomes involving EWCs, and to ensure that the directives on information and consultation of employees are better linked. This essential guide is the first publication to annotate and analyse the new Directive. It describes the many changes from the previous Council Directive 94/45/EC, and expertly traces the legislative history through all the intervening preparatory documents. It examines the most important provisions in depth, shedding clear light on such issues as the following: * the new definitions of 'information' and 'consultation'; * the nature of the stronger links between national and transnational levels of employee information and consultation; * employers' obligation to pass on information to local representatives of employees; * training of EWC members; * the composition of the Special Negotiating Body (SNB); * the presence of experts, including trade union representatives, in negotiation meetings; * employee representatives' right to collectively represent the employees; * the role of EWCs and workers' representatives in the EU's merger control procedures; * fall-back rules that improve EWCs' consultation in case of restructuring; and * provisions ensuring that EWCs are informed and consulted without calling into question the company's capacity to adapt. The author's insightful perspectives - e.g., on how the courts are likely to interpret such phrases as 'rights arising from the directive' in specific contexts - add greatly to the practical value of the analysis. Annexes include virtually all relevant primary documents, encompassing pronouncements of the Commission, the Parliament, the social partners, and the European Economic and Social Committee. Beyond a doubt, this timely bulletin is essential reading for representatives of multinational enterprises operating in the EU, labour law and industrial relations scholars, representatives of trade unions and employers' associations, human resources professionals, lawyers negotiating EWC agreements, and concerned policymakers and government officials.

Cranky Old Women? Irritation, Resistance and Gendering Practices in Work Organizations

This article discusses midlife women's irritation and resistance in waged work. Old age is stereotypically conceptualized as a time of tranquility and wisdom, but whether women are included in this stereotype is a matter of question. This article concentrates on instances in which women are regarded instead as cranky and difficult when they age. The article is based on interviews of 56 to 64‐year‐old women and men employees, personnel managers, and trade union representatives employed in 10 work organizations. Of these, the gendering practices of three organizations, a hospital, and food and metal industry organizations, are analyzed in detail. The article asks what irritates midlife women, and suggests that gendering practices in the organizations can be seen to produce that which is perceived as ‘cranky old women’.

The Impact of Cross-Border Mergers on the Co-Decision-Making Process: The Case of a Danish Company

The present article investigates changes over time in the patterns of co-decision-making in a Danish multinational company that has grown through cross-border mergers and acquisitions. The findings show the difficulties that trade union representatives and management face when firms try to introduce a governance regime based on shareholder value ideology. The Danish tradition of cooperation between management and labour was especially affected, since the changes in co-decision-making processes destroyed more than top management understood or realized. The article argues that hybrid forms of governance are unlikely to emerge due to historically embedded governance institutions, which create distinct expectations about how a firm must be governed and who has the right to participate in this governance. The spread of the Anglo-Saxon model of governance in Europe is likely to have negative effects on co-decision-making processes and established patterns of organizational cooperation.

Trade union representation of contingent workers in further education in the UK and Austria

The subject of this article is trade union strategies for contingent workers. On the assumption that trade unions’ strategic responses vary in accordance with their national institutional contexts, we compare Austria and the UK in the area of further education. In both countries, we found various trade union strategies for dealing with the growing heterogeneity of members and potential members of trade unions in further education. From a cross-country perspective, however, we found some evidence that the spread of contingent work might lead to a convergence of union strategies and a reduction of the influence on their behaviour of national institutions.