Category

Social dialogue

Nov 20
0

European Sectoral Social Partners in Education Striving for Sustainable Influence on European Education Policy Building Through Successful Social Dialogue

By | Social dialogue

Summary

The EFEE and ETUCE have concluded a third project assisting in social dialogue on the national level between education representatives and EU member states. The project highlights cases of good practice and the progress made as well as highlights recommendations for moving forward. Of these, greater investment in education, stronger social security for education workers and the continuous development of sector workers is particularly emphasised.

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Nov 20
0

Project PESSIS +: Promoting employers’ social services in social dialogue

By | Social dialogue

Summary

The representation of social services workers in the EU is broadly lacking. Employers outside of the public sector are not organised in any meaningful fashion and this significantly hampers the ability of for-profit and not-for-profit social service workers to engage in meaningful social dialogue. The PESSISS+ project suggests organising social dialogue for social services on an EU level, to bring consensus to all member nations and create a strong and enforceable set of standards for the sector overall.

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Nov 20
0

Social Dialogue and Tercerizados in Colombia’s Palm Oil Industry

By | Colombia, Social dialogue

Summary

Workers in Colombia Palm Oil industry are predominantly sub-contracted, and, as such, are seen as employed by the government but are denied access to unions and basic labour rights. Social dialogue with employers and the government in this sector has historically been tumultuous and, at times, violent. To move forward in the industry, new land developments processes, the elimination of illegal sub-contracting, allying direct and indirect workers’ alliances and convincing the employers of the benefits of development are necessary.

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Nov 19
0

Rebalance: Trade unions’ strategies and good practices to promote work-life balance

By | Case-study, Social dialogue

Summary

This study analyses the effectiveness of trade-unions based on their effect on work-life balance in ten EU member states. This is done through a set of metrics: paternity leave, parental leave, flexible work arrangements, long-term care, economic incentives, childcare and other measures. While it highlights the general effectiveness of these measures it warns that they are the first to be dropped in a crisis. Further recommendations for good practice are also given.

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Nov 19
0

Collective Bargaining Agreement Between United Steelworkers and Johnson & Johnson and McNeil

By | Case-study, Social dialogue, United States

Summary

This is a case study of a collective bargaining agreement between McNeil-PPC, Johnson & Johnson Customer & Logistics Services and United Steel, Paper and Forestry, Rubber Manufacturing, Energy Allied Industrial and Service Workers International Union concerning their business in Lititz, Pennsylvania. The study details the terms and conditions of the work between the union and the contracting companies.

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Nov 19
0

Institutions, history and wage bargaining outcomes: International evidence from the post-World War Two era

By | Social dialogue

Summary

This work assess the impact of tripartite wage bargaining over time. Different models from different states are compared to one another to assess the most effective method for wage moderation and wage dispersion. The study demonstrates that government involvement leads to an overall modest increase in both metrics, but differences in different bargaining institutions leads to varying effects.

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Nov 19
0

Social Dialogue as a Driver and Governance Instrument for Sustainable Development

By | Social dialogue

Summary

This work critically discusses the role of social dialogue in the future of sustainability. It argues that social dialogue is a form of governance in itself that helps to realise sustainable development through its own practice and development. It is argued that, in order for social dialogue to have a positive effect, all parties must be willing and flexible in their participation.

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Nov 19
0

ILO principles concerning collective bargaining

By | Social dialogue

Summary

This source is a research paper detailing the ILO’s principles of collective bargaining. It elucidates the ILO’s stance, through research on its past decisions and publications and explains how they relate to topics such as collective bargaining, voluntary negotiation, the intervention of the authorities and others. It concludes that, at the time of writing, ILO principles of collective bargaining are essentially universally accepted.

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Jun 21
0

Social Dialogue: a corporate social responsibility ‘blind spot’

By | Social dialogue

Key takeaways from the report

  • Even though social dialogue is a fundamental right enshrined and promoted by international standards, it still appears as a corporate social responsibility ‘blind spot’.
    This is due to a global lack of company commitment on this issue, as revealed by the overall average score of 25/100 achieved by 2,400 companies under review.
  • Only a small minority of companies worldwide (4%) issued a formalised commitment to promote labour relations in partnership with employee representatives – the same rate
    as during the 2014-2015 period. Conversely, 62% of companies make no commitment to foster social dialogue
  • Companies headquartered in Europe perform slightly better than their peers on social dialogue, with an average score of 38/100, compared to 17/100 for North American
    companies, 19/100 for their peers located in Asia Pacific, and 26/100 for companies listed in Emerging Markets.
  • During the period 2016-2017, almost half of companies (48%) reported on issues covered by collective bargaining: 72% of companies listed in Europe reported on this, compared
    to 39% North American companies, 28% of Asian companies and 14% of companies located in the Emerging Markets.
  • A minority of companies have employee representatives at Board level: this is the case for 5% of companies in Europe, despite disparities among countries. Outside Europe,
    this practice remains marginal.
  • Given technological developments such as digitalisation and artificial intelligence, and emerging risks such as nanotechnologies, there is an urgent need to introduce emerging
    challenges in collective bargaining, such as the right to disconnection, and change of working conditions due to automation.

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Apr 24
0

Innovation, Learning Organizations and Industrial Relations

By | Case-study, Denmark, Social dialogue

Abstract

Innovation may be seen as a process of knowledge creation and the speed and direction of knowledge creation reflects the organizational set-up of the firm as well as its investments in R&D and training. Establishing ‘a learning organization’ where horizontal interaction and
communication inside and across the borders of the firm is a major factor promoting knowledge creation in the context of a learning economy. An important issue is to what extent direct and indirect participation of employees in shaping the new form of organization is critical for its realization. On the basis of a unique data set covering 2000 Danish private firms it is demonstrated that firms combining several of the organizational traits of the learning organization are much more prone to introduce new products than the others. It is also demonstrated that such firms have involved employees in different forms of direct and indirect participation much more frequently than the
rest. As more sectors become exposed to the need to engage in incremental product and service innovation the economic potential of diffusing good practices in terms of organization and participation is growing and needs to be reflected in firm strategies and public policies aiming at promoting innovation and knowledge creation.

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