Relevant bibliographies by topics / Law ; labour law ; industrial relations

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Law ; labour law ; industrial relations'

Author: Grafiati
Published: 4 June 2021
Last updated: 3 February 2022

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Journal articles on the topic "Law ; labour law ; industrial relations"

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Davies, Paul, and Mark Freedland. "Industrial Relations and Labour Law." Industrial Relations Journal 46, no. 1 (January 2015): 27–30. http://dx.doi.org/10.1111/irj.12090.

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Bellace, Janice R., and R. Blanpain. "Comparative Labour Law and Industrial Relations." Industrial and Labor Relations Review 41, no. 1 (October 1987): 163. http://dx.doi.org/10.2307/2523891.

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Rand, Justice I. C. "The Law and Industrial Relations." Relations industrielles 17, no. 4 (January 24, 2014): 389–401. http://dx.doi.org/10.7202/1021475ar.

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Summary In the present article, the author outlines the new reality of modern industry; he goes on to advocate the need for new ideas and modified conceptions about labour relations as they exist in our present society. He finally points out the fact that industry must be conceived in terms of a social function.
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Mitchell, Richard. "Book Reviews : Labour Law and Industrial Relations." Journal of Industrial Relations 28, no. 2 (June 1986): 297–99. http://dx.doi.org/10.1177/002218568602800216.

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Mitchell, Richard. "Book Reviews : Comparative Labour Law and Industrial Relations." Journal of Industrial Relations 30, no. 3 (September 1988): 472–73. http://dx.doi.org/10.1177/002218568803000313.

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Mitchell, Richard. "Labour Law Under Labor: The Industrial Relations Bill 1988 and Labour Market Reform." Labour & Industry: a journal of the social and economic relations of work 1, no. 3 (October 1988): 486–504. http://dx.doi.org/10.1080/10301763.1988.10669055.

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Hammond, Suzanne. "Book Reviews : Making Labour Law in Australia: Industrial Relations, Politics and Law." Journal of Industrial Relations 36, no. 3 (September 1994): 429–30. http://dx.doi.org/10.1177/002218569403600307.

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Ewing, K. D., and B. W. Napier. "The Wapping Dispute and Labour Law." Cambridge Law Journal 45, no. 2 (July 1986): 285–304. http://dx.doi.org/10.1017/s0008197300120975.

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A decade ago the conflict between George Ward, proprietor of Grunwick Processing, and the Association of Professional, Executive Clerical and Computer Staff (APEX) provided a platform for an extended debate about the role of the law in industrial relations, the right of employers to refuse to recognise trade unions for collective bargaining purposes and, in particular, the efficacy of legislation as a means of promoting such recognition. In 1986 the decision to move the printing of various newspapers within the News International Group (the chairman of which is Mr. Rupert Murdoch) from Fleet Street to a new purpose-built printing plant at Wapping in London's docklands occasioned another set-piece battle between labour and a strong-minded employer. The issues and the climate of industrial relations in which the dispute took place are very different but, like Grunwick, the Wapping dispute provides rich material for all interested in how the law can be used as part of the strategy of industrial conflict.
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FRAZER, ANDREW. "INDUSTRIAL RELATIONS AND THE SOCIOLOGICAL STUDY OF LABOUR LAW." Labour & Industry: a journal of the social and economic relations of work 19, no. 3 (April 2009): 73–96. http://dx.doi.org/10.1080/10301763.2009.10669385.

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Wilkinson, Brian. "Corporatism, Industrial Relations and Labour Law in Ireland: An Outline." Management Research News 14, no. 10 (October 1991): 22–23. http://dx.doi.org/10.1108/eb028177.

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Dissertations / Theses on the topic "Law ; labour law ; industrial relations"

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Huang, Chu Cheng 1964. "Airline labour law : a study of certain labour law rules in international air transport." Thesis, McGill University, 1997. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=34739.

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This thesis examines problems related to particular labor laws currently applied in international air transport. This analysis is framed within the context of scholarly theory and judicial practice arising from various regimes of labor law governing industrial injury, the individual contract of employment, labor-management relations, and fair treatment in the civil aviation industry.
A critical survey of labor regulations operating in the international air transport industry is provided through commentary on the principles formulated by judicial decisions and the theories which underlie their reasoning, helping to clarify both substantive and procedural labor laws affecting international air transport.
A critical analysis of different categories of statutory labor law governing international air transport is also provided to assess the validity of commonly-erected conflict of labor law rules, thereby revealing the inadequacy of the single rule principle in view of the unique and perplexing regulatory interests which are inherent in aviation activity. The divergence between domestic labor statutes and Treaties of Friendship, Commerce and Navigation or bilateral air transport agreements also adds a more subtle aspect to the problems explored.
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Kupe-Kalonda, Pearl. "The industrial court in Botswana : an assessment of its contribution to labour relations." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/4508.

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Bibliography: leaves 172-175.
The study briefly outlines the development of labour relations in Botswana with specific emphasis on developments leading to the establishment of the Industrial Court. Various provisions of the Trade Disputes (Amendment) Act 1992 pertaining to the Industrial Court are set out. The study continues to review the nature and functions of the Industrial Court. The study also looks at the Industrial Court process and assesses it in terms of the established principles pertaining to an efficient dispute resolution system.
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Kamala, Paschal. "Industrial relations law in Tanzania : past experience and prospects under the new labour legislation." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/4641.

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Includes bibliographical references (leaves 77-79).
This paper deals with how Tanzania Mainland industiral relations have evolved during the said different periods since independence up to now. The main focus will be to discuss the current legislation and how it seeks to improve industrial relations as compared to its predecessors. Also it will discuss in a nutshell whether the new legislation has met the International Law Organisation (ILO) standards. It further discusses the challenges facing Tanzania and its working class in the globalised labour market.
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Howe, Joanna. "The evolution and development of unfair dismissal law in Britain and Australia." Thesis, University of Oxford, 2011. http://ora.ox.ac.uk/objects/uuid:bf2e363e-5c91-45a1-ae4d-f073633f35c6.

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This work explores the evolutionary dynamic exhibited by the trajectory of unfair dismissal law in Britain and Australia. A different comparative evolutionary dynamic is observed in the phase leading up to the enactment of a statutory unfair dismissal scheme and in the period subsequent to enactment. It is argued that the shared common law origin of the legal systems of Britain and Australia masks significant divergence in their respective labour law traditions. Whilst collective laissez-faire in Britain, and conciliation and arbitration in Australia both sought to secure industrial peace, these divergent traditions operated in a manner particular to their jurisdiction in constraining the evolution of a statutory unfair dismissal law. It was only when these traditions underwent severe economic, social and political challenges that they faced a crisis of legitimacy and new ideas for labour law were canvassed. Although occurring over twenty years apart, the breakdown of Britain’s and Australia’s labour law traditions saw the juridification of domestic labour law, with a central reform being the inception of a statutory right protecting against unfair dismissal. Despite emerging from divergent legal traditions and according to different timeframes, the trajectory of unfair dismissal law subsequent to its enactment was to converge upon a common theme of peeling back the statutory superstructure in favour of localised and alternative dispute resolution. Although these developments are diachronistic across the two jurisdictions, this evolutionary dynamic of divergence giving way to convergence is revealing of a high degree of path dependency as between the unfair dismissal laws of Britain and Australia.
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Lifschitz, Ronnit. "The artisan and the ghost : rewriting the subject of labour law." Thesis, McGill University, 1998. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=21690.

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The subject constructed by and for labour law---the "worker"---is bodiless, sexless, genderless, and male. This thesis investigates how and why this construction occurs both through a discussion of general theoretical issues surrounding the way law constructs its subjects, and through a specific case study. The case study considers a set of sexual harassment cases decided in the "mainstream" unfair dismissal jurisdiction. As a site of women's overt presence in the labour market, these cases are disruptive to settled constructions of "the worker", particularly because they connect the sexuality of women (and their gender) to their status as worker. In so doing, they suggest the possibility of a "womanworker"---a woman who is simultaneously woman and worker. The thesis concludes by exploring the consequences of this possibility and asks how the recognition of women's experiences, needs and specificities can allow the subject of labour law to be reconstructed.
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Kovacs, Zoltan Balazs. "International labour standards, codes of conduct and multinational enterprises." Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=32809.

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Multinational enterprises shape global and national politics by their enormous economic power. In the introduction, I briefly discuss the definition of a multinational, as well as the role of labour standards relating to child labour.
In Part I, I will focus upon the political and economic relationship between States and MNEs. I will also discuss the tensions this relationship creates. In the second part, I focus on the issue of child labour and different kinds of approaches countries take.
Before dealing with international efforts to create a universal code, I examine two internal codes.
Part III addresses two main issues. First, the question how human rights and MNEs relate to each other is dealt with. Then the issue of international legal responsibility will be elaborated.
Finally, the thesis concludes that public opinion and shame may be the key to successfully address the issue of child labour.
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Pather, Sivalingam. "Workplace forums in terms of the labour relations act 66 of 1995." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/845.

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The promulgation into law of the concept of workplace forums has been beset with immense criticism and opposition from organized labour and some quarters of organized business. Last ditch efforts by the Ministerial Task Team had won the day for the inclusion of this controversial provision in the new Labour Relations Act.1 Commentators on the Act tend to agree that the fallout with organized labour at the negotiations has probably set the scene as to whether the provisions would be widely used or not. History has shown that the establishment of such forums in workplaces has been low. In some situations where workplace forums had been established, their continuous sustainability was put into doubt. This has led to the de-establishment of some of these forums in some workplaces. Various reasons were provided, but the prime factors for its failure could be traced back to the negotiations at NEDLAC. The unions opposed the original proposal by government that minority unions and even non-union employees can trigger the establishment of a workplace forum and insisted that this be restricted to majority unions. The voluntary nature regarding the establishment of a workplace forum and the trigger that only a majority union can invoke the provisions has still seen unions reluctant to utilize the provisions since it did not serve their purpose. The aims of the provisions, namely to increase workplace democracy, was therefore thwarted in favour of more informal procedures. Although the idea is a noble one, it is argued that the introduction of the provisions was ill-timed and inappropriate. The lesson that the legislature can take is that for any provision to be a success, buy-in from all stakeholders is paramount. Research has shown that there was a steady decline in the establishment of workplace forums. Since December 2004 there was not a single application received by the Commission for Conciliation, mediation and Arbitration. There is also doubt as to whether any of the Forums that were previously established are still functional. What is certain is that statutory workplace forums is not at the forefront as a vehicle for change that was envisaged in the Explanatory Memorandum that accompanied the new Labour Relations Act. What is also certain is that employers and employees are utilizing other forums to ensure workplace participation. These forums, however, only provide a voice to unionized workers. The vast majority of non-union workers remain voiceless. The proposed amendments in 2002 that intimated that the trigger be any union and not only majority unions failed to be passed into law. Perhaps it is that type of catalyst that is required to give life to the provisions. The future of workplace forums in South Africa is bleak and will continue to be if there is no intervention by the parties at NEDLAC to revive it. A complete revamp of the legislation would be required for such a revival. Some commentators have made meaningful suggestions on changes that can be made to the legislation to make workplace forums more attractive. Some have suggested it be scrapped altogether and future workplace participatory structures should be left to the parties to embrace voluntarily. Workplace forums are a novel innovation with great potential to encourage workplace democracy. There is nothing wrong with the concept. The application of such forums in the South African context is what is concerning. Perhaps prior experience and experimentation with similar type forums have tarnished workplace participation. The strategies by the previous regime and some employers have caused such participation to equate to co-option. Perhaps not enough spade work was done to ensure that the climate and attitude of the parties was conducive for its introduction. What is paramount no matter the form it takes is that workplace participation is crucial for economic growth and the introduction of new work methods to improve productivity. Without the establishment of such forums, whether voluntary or statutory, the ‘second channel principle’ that promotes non-adversarial workplace joint decision-making would be lost and conflict based participation could spiral leading to economic disaster.
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Schrauf, Marcus H. "An examination of the evolution of the industrial relations systems in Germany and South Africa with special reference to the functionality of Chapter V of the South African Labour Relations Act (66 of 1995)." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53261.

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Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: After decades of its struggle against the apartheid policy and system, and after the victory in the first democratic elections in 1994, the pre-1994 co operation within the alliance of the African National Congress (ANC), the Congress of South African Trade Unions (COSATU) and the South African Communist Party (SACP) created the framework of reference for the legal infrastructure of a new Industrial Re[ations ([R) system in which trade unions, employers and government would act together in a spirit of tripartism. The legal infrastructure of the new IR system was thus aligned with the new politica[ dispensation and in compliance with the new Constitution (200 of 1993) with its overarching aim as the correction of the imbalances of the past by ensuring both, a climate supportive of growth and the pursuit of social equity for all South Africans. However, in the wake of the 1994 elections, more and more ideo[ogical differences have arisen within the Alliance, also fostered by South Africa's unequal income distribution, the [ow life expectancy, the [ow literacy rates, high infant mortality, one of the highest H[V/Aids infection rates among the black population and its strong investor - unfriendly climate, all affecting effective policy making. [n particular, the ANC's 'shift to the right' with its Growth, Employment and Redistribution (GEAR) strategy for macroeconomic development is alienating it from its alliance partners. Nevertheless, a new package of labour legislation was structured around the core of the individual contract of employment, resting in common law, with the Basic Condition of Employment Act (75 of 1997) setting minimum standards, and the new Labour Relations Act (66 of 1997) providing the framework for a collective bargaining system. The new Labour Relations Act integrates co operation in the [R system by enabling trade unions and employers to establish and regulate formally their relationships for the purpose of collective bargaining and creating machineries for the resolution of disputes of interest on the one side, and an employee - employer relationship based on rights vested in the parties in an enterprise, domestic context on the other. Provisions for a certain form of codetermination by, and participation of workers in the taking of decisions by management on the shop floor are legally entrenched in Chapter V - Workplace Forums - of the Labour Relations Act. Chapter V of the Labour Relations Act (66 of 1995) stipulates the requirements for the establishment of a Workplace Forum and defines and regulates its functions. If the definition and structure of such a Workplace Forum as contained in the respective schedule of the Act are compared with the German Betriebsverfassungsgesetz of 1952 and 1972, numerous similarities can be observed, and a quasi - adoption and incorporation of the German act as a blueprint for Chapter Vof the South African act can be assumed. However, whereas in Germany co-determination and the 8etriebsvedassungsgesetz of 1952 and 1972 have evolved naturally over the years, workers participation in South Africa through a Workplace Forum appears to be a mere legal creation, conceived on the drawing board for the new legislation, without any particular tradition and an effective place in the IR system. Additionally, questions raised in connection with its constitutionality leaves the quasiimported provisions of Chapter V in a doubtful light. I n analogy to the German Verfassungsklage of 1976 against the then new Mitbestimmungsgesetz, the focus of this study falls on a hypothetical test whether the provisions of Chapter V would be in accord with the new South African Constitution (200 of 1993), and also the constitution of their 'importing country', namely Germany. Several grey areas exist in which the Constitutional Courts of both countries would most probably have to declare some provisions as unconstitutional, the most important one being that, since the establishment of a Workplace Forum is linked only to the initiative of an existing representative union, the Freedom of Association of the individual is impaired.
AFRIKAANSE OPSOMMING: Na dekades van weerstand teen die sisteem van die apartheidsbeleid, en na die oorwinning in die eerste, demokratiese verkiesing van 1994, het die samewerking binne die alliansie van die African National Congress (ANC), die Congress of South African Trade Unions (COSATU) en die South African Communist Party (SACP) die raamwerk vir die struktuur van 'n nuwe Nywerheidsverhoudingsstelsel waarbinne vakbonde, werkgewers en die regering in 'n gees van tripartisme kan saamwerk, die lig laat sien. Die regtelike infrastruktuur van die nuwe nywerheidsverhoudingsstelsel was dus met die nuwe politiese sisteem in ooreenstemming en ook voldoende aan die vereistes van die nuwe Konstitusie (200 van 1993). Die alomvattende doel van die Konstitusie was om die sosiale wanbalans van die verlede te korrigeer en 'n klimaat te skep wat ekonomiese groei en die strewe na sosiale gelykheid vir alle Suid-Afrikaaners moontlik sal maak. In die tydperk na die verkiesing het egter meer en meer ideologiese verskille binne die Alliansie ontstaan, ook veroorsaak deur Suid Afrika se ongelyke inkomsteverdeling, 'n lae lewensverwagting, 'n lae vlak van lettervaardighede, 'n hoe graad van kindersterflikheid, een van die hoogste Vigs statistieke vir die swart bevolking en 'n onvriendelike klimaat vir buitelandse investering wat all die effektiewe beleidsskepping beinvloed. Besonders die ANC se 'verskuiwing na regs' met sy Growth, Employment and Redistribution (GEAR) strategie vir makroekonomiese ontwikkeling vervreemd die organisasie van sy bondgenote. Dit nieteenstande het 'n nuwe pakket van arbeidswetgewing ontstaan. Die kern van die pakket is die individuele kontrak van indiensneming wat in die algemene reg veranker is, maar wat deur die Wet op Basiese Diensvoorwaardes (75 van 1997) met 'n getal van minimum standaarde en vereistes gemodifiseer word, met die Wet op Arbeidsverhouding (66 van 1995) wat vakbonde en werkgewers met 'n raamwerk vir die proses van kollektiewe bedinging voorsien. Die nuwe Wet op Arbeidsverhoudinge maak voorsiening vir die samewerking tussen vakbonde en werkgewers om hulle verhouding vir die doel van onderhandelinge te formaliseer en ook meganisme vir die beslegting van belangedispute, en ook regsdispute wat uit die regte van die partye in die direkte werksplek vloei. Voorsiening vir 'n sisteem van werkersdeelname en medebestemming in die besluitneming van bestuur word in Hoofstuk V - Werkplekforums - van die Wet op Arbeidsverhoudinge gemaak. Hoofstuk V van die Wet op Arbeidsverhoudinge bepaal die vereistes, reguleer die stigting en defineer die funksies van 'n Werkplekforum. As 'n vergelyking van die definisies vir, en die struktuur van so 'n Werkplekforum soos voorgeskryf in die skedule vir Hoofstuk V met die Duitse Betriebsverfassungsgesetz van 1952 en 1972 gemaak word, kan daar baie ooreenstemming met die wet gevind word. Dit Iyk ook dat baie komponente van die Duitse wet oorgeneem en as 'n bloudruk vir Hoofstuk V gebruik en daarin geintegreer is. In analogie met die Duitse Verfassungsklage van 1976 teen die destydse nuwe Mitbestimmungsgesetz val die klem in die studie op 'n hipotetiese toets of die voorwaardes van Hoofstuk V met die vereistes van die nuwe Suid Afrikaanse Konstitusie (200 van 1993) voldoen, en ook die van die konstitusie van hulle 'importeeringsland', naamlik Duitsland. Daar bestaan sekere grys areas in Hoofstuk V waarin die konstitusionele howe van altwee lande hoogswaarskynlik sommige voorwaardes as botsend met hulle onderskeidelike konstitusies sou vind. Die mees belangrikste daarvan is die voorwaardes dat, aangesien 'n Werkplekforum net deur 'n verteenwoordigende vakbond mag gestig word, die Verenigingsvreiheid van die individu aangetas word.
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Myeki, Mfundo. "Dismissal law in the education sector." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1567.

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This treatise will therefore critically discuss fairness requirements in dismissal law within the context of the education sector from: i) the perspective of a dismissed employee; and ii) the perspective of an employer who wishes to dismiss employees fairly; and iii) the perspective of a deemed dismissal. It will be proper to flow this discussion from the premises of what should be considered procedural and substantive fairness in dismissals.
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Steiner, Jochen. "Mediation of employment disputes : a legal assessment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape9/PQDD_0027/MQ50965.pdf.

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Books on the topic "Law ; labour law ; industrial relations"

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Forde, Michael. Industrial relations law. Kill Lane, Blackrock, Co. Dublin: Round Hall Press, 1991.

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Forde, Michael. Industrial relations law. 2nd ed. Dublin: Round Hall/Thomson Reuters, 2010.

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Forde, Michael. Industrial relations law. 2nd ed. Dublin: Round Hall/Thomson Reuters, 2010.

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BCL, Stewart Andrew, ed. Labour law. 5th ed. Annandale, NSW: Federation Press, 2010.

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Labour law and industrial relations in Japan. 2nd ed. Deventer, Netherlands: Kluwer Law and Taxation, 1985.

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Koniaris, Theodore B. Labour law and industrial relations in Greece. Deventer, The Netherlands: Kluwer Law and Taxation Publishers, 1990.

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Marlene, Schmidt, ed. Labour law and industrial relations in Germany. 4th ed. Alphen aan den Rijn: Kluwer Law International, 2008.

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1929-, Jacobsen Per, ed. Labour law and industrial relations in Denmark. The Hague: Kluwer Law International, 1999.

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Labour law and industrial relations in Poland. Deventer: Kluwer Law and Taxation Publishers, 1988.

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1940-, Weiss Manfred, ed. Labour law and industrial relations in Germany. Deventer: Kluwer Law and Taxation Publishers, 1995.

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Book chapters on the topic "Law ; labour law ; industrial relations"

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Balfour, Campbell. "Law and labour relations." In Industrial Relations in the Common Market, 89–102. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003107996-8.

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Deakin, Simon, Colin Fenwick, and Prabirjit Sarkar. "Labour Law and Inclusive Development: The Economic Effects of Industrial Relations Laws in Middle-Income Countries." In Institutional Competition between Common Law and Civil Law, 185–209. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-54660-0_6.

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Schömann, Isabelle. "Reforms of collective labour law in time of crisis: Towards a new landscape for industrial relations in the European Union?" In The Future Regulation of Work, 145–63. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1007/978-1-137-43244-5_9.

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Kessler, Sid, and Fred Bayliss. "The law and industrial relations." In Contemporary British Industrial Relations, 70–109. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14805-9_5.

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Kessler, Sid, and Fred Bayliss. "The law and industrial relations." In Contemporary British Industrial Relations, 67–100. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-23907-8_5.

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Kessler, Sid, and Fred Bayliss. "The law and industrial relations." In Contemporary British Industrial Relations, 67–91. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-22027-4_6.

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"Labour law and industrial relations." In The State and Organised Labour in Botswana, edited by Monageng Mogalakwe, 80–97. Routledge, 2019. http://dx.doi.org/10.4324/9780429432958-7.

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Taylor, Stephen, and Astra Emir. "29. Industrial action." In Employment Law, 512–30. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198806752.003.0029.

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The law on the organisation of industrial action is mainly contained in the Trade Union and Labour Relations (Consolidation) Act 1992. This chapter sketches out the broad principles and their practical implications. It looks separately at three distinct topics: firstly, the law relating to trade unions and trade union officials organising industrial action; secondly, the law relating to individual workers taking industrial action; and, thirdly, the law relating to picketing (ie, demonstrating support for a strike outside an employer’s premises). This is an area of employment law which is both complex (some would say unnecessarily so) as well as controversial in a number of respects.
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Samuels, Warren J., and w. Stanley Jevons. "The Law of Industrial Conspiracy." In The State in Relation to Labour, 128–38. Routledge, 2018. http://dx.doi.org/10.4324/9781351302609-5.

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Smith, Ian, Aaron Baker, and Owen Warnock. "9. Collective Labour Law." In Smith & Wood's Employment Law. Oxford University Press, 2017. http://dx.doi.org/10.1093/he/9780198793243.003.0009.

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This chapter considers the laws that affect trade unions and employment relations at a collective level, with the exception of strikes and other industrial action which are examined in Chapter 10. The chapter begins by considering the legal status of a trade union and the statutory concept of trade union independence. The focus then shifts to the ways in which the law seeks to secure freedom of association, by provisions which protect and support union membership and activities including giving protection against discrimination and providing rights to time off for union duties and activities. The chapter then turns to the concept of recognition of unions for collective bargaining, and the legal rights that come with recognition. It also examines the statutory system for securing recognition. The law relating to domestic and European works councils is also considered.
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Conference papers on the topic "Law ; labour law ; industrial relations"

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Tavits, Gaabriel. "Collective Labour Relations and Digital Economy – Do They Co-exist?" In The 7th International Scientific Conference of the Faculty of Law of the University of Latvia. University of Latvia, 2020. http://dx.doi.org/10.22364/iscflul.7.2.33.

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Kurniasari, Eka. "Industrial Dispute Settlement in Industrial Relations Court of Banda Aceh." In International Conference on Law, Governance and Islamic Society (ICOLGIS 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200306.186.

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Vinogradov, Andrey, Maya Pankratova, Elena Kvasyuk, and Anna Savchuk. "Profession-Based Volunteering as Part of the University Curriculum of Law Students." In VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210322.203.

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PERKUMIENĖ, Dalia, Rasa MERKIENĖ, and Ozgur OGUZ. "PROVISION OF EQUAL RIGHTS AND OPPORTUNITIES RELATING WITH LABOUR RELATIONS IN PUBLIC SECTOR." In Rural Development 2015. Aleksandras Stulginskis University, 2015. http://dx.doi.org/10.15544/rd.2015.125.

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Human rights are one of the most popular topics in modern global communities. Therefore, the adoption of the Law of the Republic of Lithuania on Equal Opportunities and the establishment of the institution that governs the execution of this law is a significant legal step which permits to actually ensure the compliance of one of the most fundamental rights of the individual, i.e. non-discrimination on the basis of gender. Equality, being one of the fundamental principles of human rights, is governed by international contracts and legal acts of the Republic of Lithuania. The results of the questionnaires permit to claim that the administration of Kaunas district municipality pays too little attention to the provision of the information about the Law on Equal Opportunities of the Republic of Lithuania and amendments where of to the employees of Kaunas district municipality. Thus there are a lot of problems related to the provision of equal opportunities to the employees at work.
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Wijayanti, Asri, Slamet Suhartono, Mahsun, and Muridah Isnawati. "The Realization of Maqoshid Shari’ah as Local Values in Industrial Relations Disputes Resolution Efforts." In International Conference on Law Reform (INCLAR 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200226.048.

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Andreeva, Andriyana, and Galina Yolova. "IMPACT OF THE NEW INDUSTRIAL REVOLUTION ON THE LABOUR - LAW RELATIONSHIP IN THE SPHERE OF EMPLOYMENT IN THE AGRICULTURE." In SUSTAINABLE LAND MANAGEMENT - CURRENT PRACTICES AND SOLUTIONS 2019. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/slm2019.144.

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The report examines the impact of the new Industrial Revolution on the labour-law relationship in the sphere of employment in the agriculture. After examination and classification of the factors, having impact on the employed in this sector the authors motivate the necessity of re-thinking of the measures for involvement of the workers and employees in the sector of agriculture.
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Novikov, Vladimir, Elena Klochko, Rustem Shichiyakh, and Julia Galitskaya. "The Model of the Virtual Relations Infrastructure of Socioeconomic Systems and Information Technologies of the Regional Agro–industrial Complex*." In Proceedings of the 5th International Conference on Economics, Management, Law and Education (EMLE 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/aebmr.k.191225.023.

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