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Journal articles on the topic 'Collective employment relations'

Author: Grafiati

Published: 12 October 2024

Last updated: 31 July 2025

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1

Marginson, Paul. "The changing nature of collective employment relations." Employee Relations 37, no. 6 (2015): 645–57. http://dx.doi.org/10.1108/er-03-2015-0049.

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Purpose – The purpose of this paper is to survey developments in four aspects of collective employment relations (ER) since the mid-1960s: collective representation and organisation; collective bargaining coverage and structure; the collective bargaining agenda; and joint consultation arrangements. It considers the reasons underlying change. Design/methodology/approach – A range of published sources are drawn on, including quantitative, survey based and qualitative, case-study and other evidence. Findings – The landscape of collective ER has changed markedly over the past half century. Members

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Wilczyński, Robert. "PROBLEMATYKA ZAWIERANIA UKŁADÓW ZBIOROWYCH PRACY W ZATRUDNIENIU TYMCZASOWYM." Zeszyty Prawnicze 16, no. 3 (2016): 221. http://dx.doi.org/10.21697/zp.2016.16.3.09.

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Collective Bargaining Agreements for Temporary Employment Summary The article presents the opinions current in the doctrine and jurisprudence concerning collective bargaining agreements in temporary employment. The differences in the construction of temporary and permanent employment relations make the situation in temporary employment worthy of a separate legal analysis. The issues discussed in this article are the potential for collective bargaining in temporary employment, the legal nature of collective agreements involving an employment agency, and the admissibility of differentiation in t

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Morris, Gillian S. "The Employment Relations Act 1999 and Collective Labour Standards." International Journal of Comparative Labour Law and Industrial Relations 17, Issue 1 (2001): 63–78. http://dx.doi.org/10.54648/337850.

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The Employment Relations Act 1999 affected major changes to collective labour law in Britain: a procedure for the mandatory recognition of trade unions by employers; more extensive (albeit still limited) protection for employees against dismissal for taking part in industrial action; and greater protection for trade union members against discrimination by employers. However, much of the Conservative Government's legacy in this area remains untouched, including the legislation that governs whether industrial action is lawful and trade union governance. This article analyses the implication of t

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Jaspers, Teun, Błażej Mądrzycki, and Łukasz Pisarczyk. "Collective Bargang in Technology-Based Employment." Białostockie Studia Prawnicze 29, no. 2 (2024): 39–52. http://dx.doi.org/10.15290/bsp.2024.29.02.04.

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Abstract New technology has profoundly influenced the world of work. The use of technology brings advantages for all – employers, workers and their representatives – but also some risks and hazards for working people. Despite technological development, workers still need effective protection that will ensure safety and sustainable development. The legal framework for this protection, both at European and national levels, is still under construction. An important role in filling the regulatory gap may be also played by collective bargaining. Moreover, modern technologies open up new possibiliti

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MH, Asuan, and Dedeng Dedeng. "PERJANJIAN KERJA BERSAMA ANTARA PEKERJA DAN PENGUSAHA." Solusi 23, no. 1 (2025): 89–104. https://doi.org/10.36546/solusi.v23i1.1336.

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The research discusse The discussion in this research is about the formation of collective work agreements and the function of agreements in employment relations according to Law no. 13 of 2003 concerning Employment. Type of normative legal research with a legal approach related to the issues discussed with the conclusion that a collective work agreement is formed in a company, an agreement formed by workers (labor unions) and employers whose contents contain regulations or rights and obligations in the employment relationship which is recognized by the government as the labor relations superv

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Seifert, Achim. "Employment Protection and Employment Promotion as Goals of Collective Bargaining in the Federal Republic of Germany." International Journal of Comparative Labour Law and Industrial Relations 15, Issue 4 (1999): 343–64. http://dx.doi.org/10.54648/256549.

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This article aims to analyze some recent changes in the German industrial relations system mainly characterized by the rise of employment protection and employment promotion as new goals of collective bargaining. During the era of full-employment collective bargaining was essentially an instrument to improve working conditions whereas, with regard to a constant mass-unemployment, it becomes ever more to be understood as an instrument to save threatened jobs and to create new jobs. The most important strategies of employment protection and of employment promotion recently developed by the actor

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Zbucka-Gargas, Marta, and Cláudio Iannotti Da Rocha. "Atypical Employment Relations in Brazil After the Labor Reform." Acta Universitatis Lodziensis. Folia Iuridica 101 (December 29, 2022): 297–307. http://dx.doi.org/10.18778/0208-6069.101.24.

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The purpose of this publication is to provide an overview of labor law changes in Brazil that have significantly affected fundamental employment principles. Laws 13.427/17 and 13,467/17, collectively known as the Labor Reform, introduced atypical forms of employment, heavily modifying individual and collective labor laws. In particular, the changes include: employment in the form of intermittent work, telework, outsourcing or hyper-sufficient workers. The labor law reform, which has been carried out, introduces a number of novelties into the Brazilian legal system and raises many questions and

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Moore, Sian, and Stephanie Tailby. "The changing face of employment relations: equality and diversity." Employee Relations 37, no. 6 (2015): 705–19. http://dx.doi.org/10.1108/er-06-2015-0115.

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Purpose – The purpose of this paper is to explore what has happened to the notion and reality of equal pay over the past 50 years, a period in which women have become the majority of trade union members in the UK. It does so in the context of record employment levels based upon women’s increased labour market participation albeit reflecting their continued over-representation in part-time employment, locating the narrowed but persistent overall gender pay gap in the broader picture of pay inequality in the UK. Design/methodology/approach – The paper considers voluntary and legal responses to i

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Izbienova, T. A., and A. B. Vayman. "Collective bargaining in the digital age in Germany." Voprosy trudovogo prava (Labor law issues), no. 4 (April 20, 2023): 240–45. http://dx.doi.org/10.33920/pol-2-2304-08.

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The article examines the legal mechanisms for minimizing the effects of digitalization on staff employment using the experience of regulating collective bargaining relations in the Federal Republic of Germany as an example.

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Katz, Harry C. "Recent developments in U.S. collective bargaining and employment practices." Transfer: European Review of Labour and Research 7, no. 3 (2001): 441–50. http://dx.doi.org/10.1177/102425890100700308.

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Diversity in employment relations is growing in the United States as a product of the growth in non-union employment and the existence of a variety of union and non-union employment practices. There is also wide variation in recent U.S. collective bargaining. In some firms heightened conflict appears, while in some others extensive partnerships have been forged. While some workers and firms are suffering as management takes advantage of the power advantages provided through non-union growth and globalization, in some other firms unions are using innovative bargaining or traditional strike leve

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11

Karper, Mark D. "Book Review: Labor-Management Relations: Collective Bargaining: The Evolving Process—Collective Negotiations in Public Employment." ILR Review 40, no. 1 (1986): 131–32. http://dx.doi.org/10.1177/001979398604000114.

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12

Duraj, Tomasz. "Collective Rights of Persons Engaged in Gainful Employment Outside the Employment Relationship – en Outline of the Issue." Acta Universitatis Lodziensis. Folia Iuridica 95 (March 30, 2021): 7–18. http://dx.doi.org/10.18778/0208-6069.95.01.

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The main objective of the following study is to introduce readers to the issue of the 2nd National Scientific Conference in the series “Atypical Employment Relations” organized on 3 October 2019 by the Centre for Atypical Employment Relations of the University of Lodz. The consequence of extending the right of coalition to persons performing paid work outside the employment relationship was that they were guaranteed important collective rights, which until 1 January 2019 were reserved primarily for employees. The rights which Polish legislator ensured to non-employees include the right to equa

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Moner, Ramon Alos. "Employment regulation in collective bargaining in Spain." Transfer: European Review of Labour and Research 7, no. 4 (2001): 674–81. http://dx.doi.org/10.1177/102425890100700410.

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Concern surrounding employment issues such as job creation, job security and job quality has led to these issues being included in the collective bargaining process in Spain. Nevertheless, there are a number of matters which should receive greater attention from the social partners in future. Of particular importance is the need to co-ordinate collective bargaining in order to make it more flexible, i.e. more adaptable, whilst at the same time providing a stable framework in order to avoid the problems associated with the fragmentation of employment conditions. This article looks at the evolut

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Rönnmar, Mia. "Swedish Employment Protection in Times of Flexicurity Policies and Economic Crisis." International Journal of Comparative Labour Law and Industrial Relations 28, Issue 4 (2012): 443–67. http://dx.doi.org/10.54648/ijcl2012024.

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In the wake of increasing globalization and economic and financial crisis, the balance between flexibility and security - flexicurity - is central to European employment policies and the modernization of EU labour law in the different Member States of the EU. Common principles of flexibility have been adopted, and different pathways to flexicurity have been outlined. The aim of this paper is to critically analyse developments in Swedish employment protection regulation, with a special focus on dismissals for reasons of redundancy, in light of the EU flexicurity discourse. The notions of employ

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15

Grahadi Purna Putra. "Peran Konsiliator Dalam Penyelesaian Perselisihan Pemutusan Hubungan Kerja." Demokrasi: Jurnal Riset Ilmu Hukum, Sosial dan Politik 1, no. 1 (2024): 11–22. http://dx.doi.org/10.62383/demokrasi.v1i1.44.

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This research aims to find out how to resolve employment termination disputes through industrial relations conciliation by a conciliator. The method used in this research is normative legal research, which is legal research carried out by examining library materials or secondary data. Based on the research results, it was concluded that due to the failure of bipartite negotiations by the parties in dispute regarding the termination of employment relations, the parties could choose a settlement through conciliation or arbitration. If the dispute between the parties is regarding termination of e

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Yemisi, Ige Adejoke. "Alternative Dispute Resolution and Collective Conciliation in Nigeria: A Review of Contemporary Literature." International Journal of Business and Management 12, no. 8 (2017): 261. http://dx.doi.org/10.5539/ijbm.v12n8p261.

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The aim of this paper is to present detailed contextual understanding of employment relations, alternative dispute resolution (ADR) and collective conciliation in Nigeria. This contextual understanding is important in order to comprehend the specific evolution of ADR and collective conciliation in Nigeria, the particular configuration of employment relations institutions and the role of different stakeholders such as trade unions and employers’ associations. The outcomes of this study, affirms the significance of the roles and responsibilities of the actors (employer, trade union, state and co

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Ntimba, David Isaac, Karel Frederick Lessing, and Ilze Swarts. "Labour regulation in the public sector: Employment relationship, employment relations satisfaction and psychological contract." Journal of Governance and Regulation 10, no. 3 (2021): 54–71. http://dx.doi.org/10.22495/jgrv10i3art5.

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This paper aims to report on the outcome of the study that investigated the cause of the ongoing antagonistic employment relationship (ER) in the South African public sector workplace, which has negatively affected employment relations satisfaction (ERS) and psychological contract (PC) fulfilment. This antagonism between management and employees has lowered the levels of employer-employee trust (Sudiarta, 2021), as well as job satisfaction (Silitonga et al., 2020) in the workplace. This study, therefore, explored the type of ER, levels of ERS, and state of PC that is prevalent in the workplace

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Markey, Raymond, and Joseph McIvor. "Environmental bargaining in Australia." Journal of Industrial Relations 61, no. 1 (2019): 79–104. http://dx.doi.org/10.1177/0022185618814056.

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An emerging body of research addresses the link between environmental issues, especially climate change, and employment relations. In this article, we examine the ways in which employment relations actors are addressing climate change, particularly focusing on collective bargaining. We begin by surveying the literature linking climate change and employment relations, especially analysing union strategies in this sphere, and develop a conceptual framework linking these threads. We then examine the incidence and content of collective enterprise bargaining over environmental issues in Australia f

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19

Armingeon, Klaus. "Towards a European System of Labor Relations?" Journal of Public Policy 11, no. 4 (1991): 399–413. http://dx.doi.org/10.1017/s0143814x00006334.

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ABSTRACTAre the systems of collective labor relations in member countries of the European Communities converging towards a common European system of industrial relations? In this paper the hypothesis is put forward that the national systems have not been converging in the past and probably will not do so in the immediate future. The analysis is based on changes in procedural rules of collective labor relations and on data on labor unions, strikes, wage structure, and government employment.

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Korpič-Horvat, Etelka, Bojan Tičar, and Rado Bohinc. "The Salary System in the Private Sector in the Republic Slovenia." Organizacija 42, no. 4 (2009): 144–52. http://dx.doi.org/10.2478/v10051-009-0012-3.

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The Salary System in the Private Sector in the Republic SloveniaIn the article the authors discuss the salary system in the private sector in the Republic of Slovenia. They present relevant legislation dealing with remuneration, in particular the Employment Relations Act, which regulates individual employment relations and in a separate chapter regulates remuneration. Remuneration includes a salary and other additional payments. The authors treat all the components of a salary, i.e. the basic salary, extra payments, the part of the salary based on job performance, and the payment for positive

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21

Lansbury, Russell D. "Work and Industrial Relations." Research note 64, no. 2 (2009): 326–39. http://dx.doi.org/10.7202/037924ar.

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The relevance and continuing existence of industrial relations, as a field of academic study, is facing a number of challenges, particularly in English-speaking countries, as union membership declines, collective bargaining coverage shrinks and the number of strikes wanes each year. Yet issues of employment and workplace relations remain significant to economic prosperity and social harmony, particularly with the changing nature of work and of employment contracts. Furthermore, there are a number of other means by which employee voice is heard, through the agency of non-government organization

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22

Block, Richard N. "Collective bargaining, competitiveness and employment in the United States." Transfer: European Review of Labour and Research 7, no. 4 (2001): 697–715. http://dx.doi.org/10.1177/102425890100700412.

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This paper discusses collective bargaining in the United States over matters of job security, employment creation, and firm competitiveness. It first points out that US policy on economic issues is oriented toward facilitating the operation of markets; therefore, there is almost no public policy toward job security, employment creation, and competitiveness on which collective bargaining can build. Within the collective bargaining system, government policy merely enables unions and employers bargain over job security, employment creation, and firm competitiveness; it neither requires it nor eve

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Ghellab, Youcef, and Peggy Kelly. "Employment and competitiveness as challenges for collective bargaining: a global perspective." Transfer: European Review of Labour and Research 7, no. 4 (2001): 716–31. http://dx.doi.org/10.1177/102425890100700413.

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This article explores the changing focus of collective bargaining within the context of the global drive for competition. The first section describes how the main items on the agenda for collective bargaining have shifted from income distribution to means of promoting and protecting employment and competitiveness, and explains how mass unemployment and precarious employment have pushed employment security to the top of the collective bargaining agenda. Technological change, the increasing globalisation of the economy, the formation of regional economic groupings, and the intensification of com

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Masso, Märt, Deborah Foster, Liina Osila, et al. "The influence of collective employment relations on work accommodation: case studies in Estonia, Hungary and Poland." Transfer: European Review of Labour and Research 25, no. 4 (2019): 451–64. http://dx.doi.org/10.1177/1024258919828597.

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Work accommodations are generally understood to refer to individual solutions for older and disabled employees that have been tailored to their specific situation within a workplace. This article, however, argues that there is potential for collective employment relations to motivate and enable social partners to develop a role in implementing reasonable accommodations and supporting older and disabled employees in the labour market. Focusing on industrial relations and work accommodation systems in Estonia, Poland and Hungary, the potential role that social partners could play in creating mor

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Goergen, Marc, Chris Brewster, and Geoffrey Wood. "Corporate Governance Regimes and Employment Relations in Europe." Articles 64, no. 4 (2010): 620–40. http://dx.doi.org/10.7202/038876ar.

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Summary An influential strand of the finance literature focuses on the nature and extent of shareholder rights vis-à-vis employees. Most of the extant literature on the subject relies on a limited number of case studies and/or broad macroeconomic data, whereas this article draws on evidence from a large scale survey of organizations to test the predictions of the theories on the relative strength of workers and managers across the different governance regimes. This evidence highlights the complex relationship between societal institutions, legal traditions, political parties and electoral syst

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Shatsari, Rabiu Sani, and Kamal Halili Hassan. "The Right to Collective Bargaining in Malaysia in the Context of ILO Standards." Asian Journal of Comparative Law 1 (2006): 1–20. http://dx.doi.org/10.1017/s219460780000079x.

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Collective bargaining is the best mechanism to attain a cordial relationship between employers and employees. It is also an effective forum to agree on terms and conditions of employment. In order to achieve such purposes, industrial relations systems in a country must provide legal mechanism to enable parties to bargain collectively with a view to concluding a collective agreement. The ILO has adopted a convention providing a framework for member states to enact laws that would facilitate such a mechanism. In this respect, Malaysia has enacted the Industrial Relations Act 1967, which provides

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Paryagina, O. A. "On the legal status of the russian self-employed in the labor market and in the field of social security." Siberian Law Herald 4 (2024): 76–83. https://doi.org/10.26516/2071-8136.2024.4.76.

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It is established that the Russian legislation on the special tax regime “Professional Income Tax” predetermines the specifics of the status of the self-employed in the labor market, prohibiting their participation in labor relations and restricting their entry into civil law relations with former employers within two years after the termination of the employment contract with them. Relations on the implementation of entrepreneurial activities by the self-employed are implemented within the framework of a non-standard form of employment, tend to converge with labor relations, since, in accorda

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Godino, Alejandro, and Oscar Molina. "The industrial relations chameleon: collective bargaining in the facility management business." Employee Relations: The International Journal 44, no. 7 (2021): 1–18. http://dx.doi.org/10.1108/er-12-2020-0526.

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PurposeThe paper aims to analyze collective bargaining in the facility management business of these six countries to explore similarities and differences between them. The analysis serves to test the differential impact of the national institutional setting on the protection provided by collective agreements to facility management workers.Design/methodology/approachThe paper adopts a case study methodology to approach a facility management multinational company providing services in six European countries (France, Italy, The Netherlands, Poland, Spain and the UK) that represent different indus

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Wen, Xiaoyi. "Employer-initiated collective bargaining: a case study of the Chinese sweater industry." Employee Relations 38, no. 2 (2016): 267–85. http://dx.doi.org/10.1108/er-05-2013-0055.

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Purpose – Collective bargaining (CB) in China is perceived as inadequate, thanks to the lack of trade union independence and representation. However, CB of the sweater industry in Wenling, one of the world’s largest manufacturing centre, shows another tendency. Using Wenling as the case, the purpose of this paper is to explore whether a new form of CB is emerging in China. Design/methodology/approach – This paper uses a qualitative case study approach, and covers stakeholders, including the government, trade union, sweater association, workers and employers. Findings – In China, trade unions a

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Zagelmeyer, Stefan. "Getting in gear for global competition: pacts on employment and competitiveness in the EU automobile industry." Transfer: European Review of Labour and Research 7, no. 4 (2001): 650–56. http://dx.doi.org/10.1177/102425890100700408.

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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

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Cherneha, V. "Legal Regulation of International Employment Relations in the Republic of Latvia, Republic of Lithuania, and Ukraine." Analytical and Comparative Jurisprudence, no. 2 (June 23, 2023): 187–92. http://dx.doi.org/10.24144/2788-6018.2023.02.31.

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The article focuses on the analytical and comparative aspect of legal regulation of international relations in the Republic of Latvia, Republic of Lithuania, and Ukraine. Law of the Republic of Latvia, the Republic of Lithuania, and Ukraine applied to employment relations complicated by a foreign element is authentic. This authenticity means that first, each of the states has its own source of legal regulation of these private law relations with a foreign element different by titles and/or type of legal acts (the Labour Law in the Republic of Latvia, the Labour Law in the Republic of Lithuania

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Gooberman, Leon, Marco Hauptmeier, and Edmund Heery. "The decline of Employers’ Associations in the UK, 1976–2014." Journal of Industrial Relations 61, no. 1 (2018): 11–32. http://dx.doi.org/10.1177/0022185617750418.

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This article examines the collective, member-based employers’ associations in the UK that regulate the employment relationship by participating in collective bargaining. The main empirical contribution is to provide, for the first time, a longitudinal dataset of employers’ associations in the UK. We use archival data from the UK Government’s Certification Office to build a new dataset, identifying a decline of 81% in the number of employers’ associations between 1976 and 2013–2014. We also find that political agency and reducing levels of collective bargaining undermined employers’ association

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Yernazar, Artikbaevich Yusupov. "THE LEGAL REGULATION OF LABOR RELATIONS IN UZBEKISTAN." ACADEMIC RESEARCH IN MODERN SCIENCE 2, no. 21 (2023): 15–17. https://doi.org/10.5281/zenodo.8334766.

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The article aims to investigate the legal regulation system of labor relation in the Republic of Uzbekistan<strong>. </strong>Legal regulation of labor relations in Uzbekistan refers to the system of laws and regulations that govern the rights and responsibilities of employers and employees in the country. It encompasses various aspects such as employment contracts, working hours, wages and benefits, occupational safety and health, termination of employment, collective bargaining, and the resolution of labor disputes. The legal regulations aim to establish clear rules and guidelines for employ

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Uzualu, James, Nat Ofo, and C. E. Ochem. "A Critical Review of Collective Bargaining Indices of Industrial Relations in Nigeria." NIU Journal of Humanities 9, no. 1 (2024): 248–61. http://dx.doi.org/10.58709/niujhu.v9i1.1858.

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Collective Bargaining is a process in labour relations whereby negotiation between employers and employees center on terms and conditions of service in an employment. This paper employs the use of an hybrid method of study to examines how Collective Bargaining has helped in no small measures in absence of industrial democracy structure being the only form and indices which exist in our labour law structure. Further examine the concept of collective bargaining, it practice in Nigeria, its benefits and how it has created an indices for democratic governance in our labour relation as in most lega

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Tackney, Charles Thomas, та Imran Shah. "Authenticity/ الصحة as a criterion variable for Islam and Roman Catholic theology of the workplace analysis". Management Research Review 40, № 8 (2017): 907–32. http://dx.doi.org/10.1108/mrr-05-2016-0113.

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Purpose Authenticity/ الصحة (as-sehah) serves as a criterion or predictor variable for the purpose of a comparative theological investigation of employment relations parameters in light of social teachings from Sunni Islam and Roman Catholicism. Authenticity finds initial, shared significance in both religious traditions because of its critically important role in judgments concerning the legitimacy of source documents. It also stands in both traditions as an inspirational goal for human life. Design/methodology/approach Particular issues of theological method for cross-cultural analysis are a

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Harbridge, Raymond, and James Moulder. "Collective Bargaining and New Zealand's Employment Contracts Act: One Year On." Journal of Industrial Relations 35, no. 1 (1993): 62–83. http://dx.doi.org/10.1177/002218569303500104.

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Thefirst year of bargaining under New Zealand's Employment Contracts Act brought some very significant changes to the nature and structure of bargaining outcomes. This paper reports a major study of collective bargaining outcomes. Collective bargaining is the preferred option for 80 per cent of employers with fifty or more staff; however, the number of workers covered by collective bargains in New Zealand dropped from 721 000 in 1989-90 to an estimated 440 000 by 1991-92. The collapse of collective bargaining did not occur evenly across industries. Significant collapses happened in agriculture

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Cunningham, W. B. "Public Employment, Collective Bargaining and the Conventional Wisdom : Canada and U.S.A." Relations industrielles 21, no. 3 (2005): 406–35. http://dx.doi.org/10.7202/027700ar.

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The author states that the conventional wisdom has viewed collective bargaining in the public service as unnecessary, impractical and illegal. And he adds that, in general, and until recently, the prevailing practices in the United States and Canada have been in close harmony with the conventional wisdom. But the restless change of events threatens the existing state of affairs, described by the conventional wisdom, with progressive obsolescence. And the author answers the two following questions: Can the industrial relations system of the private sector be applied to public employment? To wha

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Ackerman, Mario E. "Labour Reform in Argentina: A Double Course of Action Change." International Journal of Comparative Labour Law and Industrial Relations 17, Issue 1 (2001): 47–62. http://dx.doi.org/10.54648/337849.

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The recent legislative reform made in Argentina intends to promote stable employment and collective contracts. In the latter issue it aims not only to overcome the present virtual bargaining paralysis, but also to break with the traditional model characterized by intense centralization. In these terms, it deals with an ambitious and double novelty. The policy of temporary employment promotion encouraged in the 90's is abandoned in individual contracts, but the challenge in the collective field even greater, because one of the typical issues of the Argentine system of labour relations is being

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MIRONOVA, SVETLANA, and ZOYA LITVINENKO. "TRADE UNIONS FOR THE SELF-EMPLOYED AND PLATFORM WORKERS: EXPERIENCE OF RUSSIA AND FOREIGN COUNTRIES." LEGAL BULLETIN 4, no. 8 (2023): 10–19. https://doi.org/10.5281/zenodo.11190290.

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In the context of the gig economy, platform economy, digitalization of all processes, the structure of employment is changing and the forms of labor relations are changing, nonstandard forms of employment are emerging, and instead of concluding employment contracts with employees, companies prefer to enter into civil contracts. Forms of employment such as self-employment and platform employment are emerging. The position of such workers is less protected in terms of their rights and the guarantees provided to them. There is a need to ensure the rights of workers employed in self-employment or

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Bray, Mark, Johanna Macneil, and Leslee Spiess. "Unions and collective bargaining in Australia in 2018." Journal of Industrial Relations 61, no. 3 (2019): 357–81. http://dx.doi.org/10.1177/0022185619834320.

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There is a storm brewing over the roles of unions and collective bargaining in Australian employment relations. Unions, frustrated with what they see as practical and legislative restrictions on protection of workers’ rights, seek to ‘change the rules’. Employers, on the other hand, have been successful in restricting or rolling back bargaining rights, supported by their associations, the Coalition government and an assertive interpretation of the Fair Work Act. Add to this the impending federal election and the scene is set for a tempest that could bring industrial relations back to the centr

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Chang, Chyi-herng, and Trevor Bain. "Employment Relations Across the Taiwan Strait: Globalization and State Corporatism." Journal of Industrial Relations 48, no. 1 (2006): 99–115. http://dx.doi.org/10.1177/0022185606059316.

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After the 1980s, the governments of China and Taiwan, across the Taiwan Strait, promoted reform, a more transparent policy, and democratization, in order to compete in a globalizing world. In the 1980s, China had begun to emphasize economic reform and Taiwan had begun to emphasize political reform. Both ignored reform on the social dimension. Employment relations were subordinated to the priorities of economic and political reform. In the 1990s, Taiwan’s democratic transformation created a pluralistic society and gave the trade unions room to take root. However, free collective bargaining has

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Mihes, Cristina. "A GLIMPSE INTO THE PRESENT AND FUTURE OF LABOUR LAW AND INDUSTRIAL RELATIONS IN CENTRAL AND EASTERN EUROPE." Polityka Społeczna 551, no. 2 (2020): 21–28. http://dx.doi.org/10.5604/01.3001.0013.9496.

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This paper seeks to take a look at recent labour law reforms in a number of selected CEE countries, and to examine the manner, in which the equation of standard employment relationship and the dynamics of collective bargaining processes have changed. The 1st section discusses the policy goals as well as drivers of legal changes, which have aff ected and guided recent labour law reforms in the sub-region. External infl uences over shaping of the new policy visions and recovery policies are also examined here. The 2nd section examines recent trends in regulating standard and non-standard employm

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McDonnell, Anthony, Brendan Boyle, Timothy Bartram, Pauline Stanton, and John Burgess. "Similarity or Variation? Employee Representation and Consultation Approaches amongst Liberal Market Economy Multinationals." Articles 70, no. 4 (2016): 645–70. http://dx.doi.org/10.7202/1034898ar.

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This paper engages with the varieties of capitalism literature to investigate the employee representation and consultation approaches of liberal market economy multinational companies (MNCs), specifically Australian, British and US MNCs operating in Australia. While the literature would suggest commonality amongst these MNCs, the paper considers whether the evidence points to similarity or variation amongst liberal market headquartered MNCs. The findings contribute to filling a recognized empirical gap on MNC employment relations practice in Australia and to a better understanding of within ca

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Sen Gupta, Anil K., and P. K. Sett. "Industrial relations law, employment security and collective bargaining in India: myths, realities and hopes." Industrial Relations Journal 31, no. 2 (2000): 144–53. http://dx.doi.org/10.1111/1468-2338.00153.

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Okpaluba, Chuks. "Labour adjudication in Swaziland: the exclusive jurisdiction of the Industrial Court." Journal of African Law 43, no. 2 (1999): 184–200. http://dx.doi.org/10.1017/s0021855300011335.

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When the Industrial Relations Act was enacted in Swaziland in 1980 its express object was to provide for the collective negotiation of terms and conditions of employment and for the establishment of an Industrial Court for the settlement of disputes arising out of employment. In turn, the avowed purpose for the establishment of the Industrial Court as the nerve centre and most important institution established by the legislative scheme was, and still is, “for the furtherance, securing and maintenance of good industrial relations and employment conditions in Swaziland”. As in the case of other

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Harbridge, Raymond, and Kevin Hince. "Bargaining and Worker Representation under New Zealand's Employment Contracts Legislation : A Review After Two Years." Articles 49, no. 3 (2005): 576–96. http://dx.doi.org/10.7202/050960ar.

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This paper examines the significant shift in the central philosophic and léegislative base of labour relations in New Zealand since the adoption of the Labour Relations Act in 1987 and the Employment Contracts Act in 1991. It reports two empirical studies. The first examines the collective bargaining System. The second study reports the structure and membership of trade unions in New Zealand in this new environment.

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Mollah, Mohammad Mainuddin, and Md Mainul Islam. "Challenges and Prospects of Labour-Management Relations in the Export Oriented Ready-Made Garments (RMG) Industry: A Study in Bangladesh." International Journal of Research and Innovation in Social Science VIII, no. VI (2024): 1–11. http://dx.doi.org/10.47772/ijriss.2024.806001.

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The Ready-made Garments (RMG) industry is one of the most significant earning sectors in Bangladesh. It generates over 80% of the country’s total exports and provides employment opportunities for about 4.4 million people. However, the labor-management relations in this industry do not meet global standards. This research-based article focuses particularly on the labour-management relations in the RMG industry in Bangladesh. The study explains RMG workers employment and working conditions, the legal framework of labour-management relations, workers involvement with the trade unions and the exis

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Slivinska, Nataliia. "THE ACTUAL PROBLEMS OF THE FUNCTIONING OF SOCIAL-LABOR RELATIONS IN THE REGION." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 22 (2017): 143–48. http://dx.doi.org/10.35774/rarrpsu2017.22.143.

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In the article the features of functioning of sociallabour relations are investigational in an agrarian region, the important problems of their development that results in regional differences in quality of life of population are educed. A labour-market to the Ternopil area depends on changes in an economy, demographic and social tendencies, and also from the row of other specific factors (level of remuneration of labour, seasonal character of production, disbalance at the market of labour, labour migration, "shadow employment" and other) that became reasons of origin of disproportions in deve

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Freyssinet, Jacques, and Hartmut Seifert. "Pacts for employment and competitiveness in Europe." Transfer: European Review of Labour and Research 7, no. 4 (2001): 616–28. http://dx.doi.org/10.1177/102425890100700405.

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This article analyses collectively agreed PECs in 11 EU countries, focusing on their importance for employment and collective bargaining policy. It is shown that, irrespective of differences in emphasis, the agreements reached generally constitute a productive alternative to the prevailing strategy of responding to declining demand primarily by shedding labour. PECs, by contrast, do not rely mainly on short-term cost-cutting, but rather seek to raise both productivity and flexibility by means of comprehensive restructuring measures within the company. The focus is on improving internal flexibi

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Коничева, Е. М. "Понятие, принципы, стороны, система (уровни) и организационные формы социального партнерства в сфере труда". ТЕНДЕНЦИИ РАЗВИТИЯ НАУКИ И ОБРАЗОВАНИЯ 70, № 6 (2021): 48–51. http://dx.doi.org/10.18411/lj-02-2021-209.

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The article is devoted to the analysis of the labor legislation of the Russian Federation in the context of the development of various forms of social partnership. The study concluded that social partnership is one of the forms of coordination of the interests of the parties to the employment contract between the employee and the employer. The development of labor relations in Russia is promoted by various commissions for the regulation of social and labor relations - social partnership bodies that have competence in the field of organizing collective negotiations and drafting collective agree

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