Search results

1 – 10 of over 41000
Article
Publication date: 1 August 2004

Stewart Johnstone, Adrian Wilkinson and Peter Ackers

This paper presents the findings of a case study undertaken in a UK utility company, referred to as Energy Co. The main aim of the study was to assess how the agreement of a…

4242

Abstract

This paper presents the findings of a case study undertaken in a UK utility company, referred to as Energy Co. The main aim of the study was to assess how the agreement of a partnership arrangement in 1995 had affected the conduct of employment relations. The study found that partnership was born out of a poor industrial relations climate, and driven primarily by management. They hoped that it might improve industrial relations, raise employee commitment, inform and educate the workforce, and increase employee contribution. Partnership was not intended to encourage joint governance or power sharing. In practice, partnership combined direct employment involvement (EI) such as team briefing and problem solving groups, with representative participation through a formal partnership council system. Management suggested that, on balance, partnership had been successful, with benefits including improved industrial relations, quicker pay negotiations and increased legitimacy of decision making. It was also suggested that there was a positive link – albeit indirect and intangible – with organisational performance. Union representatives also proposed that partnership was a success, citing benefits including greater access to information, greater influence, inter‐union co‐operation, and more local decision making. Employee views were more mixed. There was also clear evidence of several tensions. Four were particularly noteworthy: employee apathy, management‐representative relations, employee‐representative relations, and the role of full‐time union officials (FTOs). Despite espoused partnership, management hostility to unions was evident, and a preference for non‐union employment relations clear. Consequently, the future of the partnership in its current form is uncertain.

Details

Employee Relations, vol. 26 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 June 2001

Jo Carby Hall

Examines the situation in the UK in some detail with regard to three aspects of the Charter of Fundamental Human Rights of the European Union. Looks at the aims, together with an…

Abstract

Examines the situation in the UK in some detail with regard to three aspects of the Charter of Fundamental Human Rights of the European Union. Looks at the aims, together with an analysis and appraisal. Considers, first, information and consultation rights with regards to the transfer of undertakings and redundancies, followd by the right to collective action and, lastly, protection in the event of unjustifiable dismissal. Presents case law throughout as examples. Concludes that the UK has attempted to prevent social and economic rights for workers from being included in the final charter despite fierce opposition. Compares this view together with the UK suspicion of Europe against the views of the other member states.

Details

Managerial Law, vol. 43 no. 3/4
Type: Research Article
ISSN: 0309-0558

Keywords

Article
Publication date: 1 January 1983

R.G.B. Fyffe

This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and…

10994

Abstract

This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and economic democracy, which centres around the establishment of a new sector of employee‐controlled enterprises, is presented. The proposal would retain the mix‐ed economy, but transform it into a much better “mixture”, with increased employee‐power in all sectors. While there is much of enduring value in our liberal western way of life, gross inequalities of wealth and power persist in our society.

Details

International Journal of Sociology and Social Policy, vol. 3 no. 1/2
Type: Research Article
ISSN: 0144-333X

Keywords

Article
Publication date: 3 September 2019

Lise Meylemans and Stan De Spiegelaere

The purpose of this paper is to study how employee representatives in European Works Councils (EWCs) treat confidential information and how such strategies might improve the EWC…

Abstract

Purpose

The purpose of this paper is to study how employee representatives in European Works Councils (EWCs) treat confidential information and how such strategies might improve the EWC functioning.

Design/methodology/approach

Building on interviews of several case studies of EWCs, this paper brings together insights from industrial relations and occupational psychology literature.

Findings

The results show that through actively challenging the management, an EWC can reduce the amount of information labelled as confidential and become freer to communicate with their rank and file. Actively challenging management, however, does not seem to impact the openness of the management to give early and complete information.

Research limitations/implications

The paper is based on several case studies, which limits the generalisability of the findings. The results, however, indicate that research is required on how challenging confidentiality can incite managements to provide earlier information.

Practical implications

The research show clearly the potential but also limitations for employee representatives in actively challenging the management over what information is confidential.

Social implications

This study studies a universally difficult topic for employee representatives: how to handle confidential information. The findings show that EWCs have little levers to force management to provide early information. For this, more structural change is needed.

Originality/value

This study is the first to focus exclusively on the issue of confidentiality in EWCs. This is a central concern for employee representatives, but research, until now, has not given much insight in which strategies work.

Details

Employee Relations: The International Journal, vol. 41 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 January 1977

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that…

2045

Abstract

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

Details

Managerial Law, vol. 20 no. 1
Type: Research Article
ISSN: 0309-0558

Article
Publication date: 1 January 1979

“All things are in a constant state of change”, said Heraclitus of Ephesus. The waters if a river are for ever changing yet the river endures. Every particle of matter is in…

Abstract

“All things are in a constant state of change”, said Heraclitus of Ephesus. The waters if a river are for ever changing yet the river endures. Every particle of matter is in continual movement. All death is birth in a new form, all birth the death of the previous form. The seasons come and go. The myth of our own John Barleycorn, buried in the ground, yet resurrected in the Spring, has close parallels with the fertility rites of Greece and the Near East such as those of Hyacinthas, Hylas, Adonis and Dionysus, of Osiris the Egyptian deity, and Mondamin the Red Indian maize‐god. Indeed, the ritual and myth of Attis, born of a virgin, killed and resurrected on the third day, undoubtedly had a strong influence on Christianity.

Details

Management Decision, vol. 17 no. 1
Type: Research Article
ISSN: 0025-1747

Article
Publication date: 1 August 2004

Manfred Weiss

Looks at the unique way Germany’s trade unions work, by the use of workers’ participation with elected representatives, which uses works councils in conjunction with management…

Abstract

Looks at the unique way Germany’s trade unions work, by the use of workers’ participation with elected representatives, which uses works councils in conjunction with management. Briefly sketches the structure and function of these very different and apposite ends of the spectrum.

Details

Managerial Law, vol. 46 no. 4/5
Type: Research Article
ISSN: 0309-0558

Keywords

Article
Publication date: 1 August 2001

Paul J. Gollan

It is apparent from existing research in the UK that little is known about how forms ofnon‐union employee representation (NER) are composed, their independence from managerial…

3005

Abstract

It is apparent from existing research in the UK that little is known about how forms ofnon‐union employee representation (NER) are composed, their independence from managerial influence, the “representativeness” of such bodies, and their accountability. In addition, little has been documented about the impact of such structures on either the managerial objective of securing consent to organisational change or the employee objective of influencing managerial decisions. This research will attempt to address these issues by examining NER structures in the UK and, in particular, assessing their effectiveness in representing the needs of employees through an examination of representative arrangements at Eurotunnel. Overall, the evidence suggests that most NER structures are used as devices for consultation and communication rather than as bargaining agents. While it can be argued that consultation, not bargaining, may indeed be their objective, it nevertheless questions the legitimacy of such bodies as true alternatives to unions. This presents the issue of whether state‐sponsored NER forms with provisions for resources and training could improve the effectiveness of NER forms in representing employees’ interests at the workplace. As the Eurotunnel example and previous evidence have indicated, while NER structures can be used as mechanisms for more effective means of communication and consultation, their effectiveness as bodies representing the interests of employees in filling the lack of representation is questionable.

Details

Employee Relations, vol. 23 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 April 1998

David Walters

Considers the role of employee representation in improving health and safety performance within small enterprises. Focuses on an approach to employee participation through…

5749

Abstract

Considers the role of employee representation in improving health and safety performance within small enterprises. Focuses on an approach to employee participation through regional health and safety representatives and provides an analysis of the factors necessary to ensure their effectiveness, based on previous studies in the UK and Sweden. Identifies and analyses the challenges presented by small enterprises in light of evidence from existing evaluation of regional representative schemes. Identifies and discusses supportive factors that might enhance representative participation in health and safety in small enterprises, including the role of regulation, and employer and trade union support. Considers the implications of the Health and Safety (Consultation of Employees) Regulations 1996 and concludes that in their present form they offer only very limited support for employee representation in health and safety in small enterprises.

Details

Employee Relations, vol. 20 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 2 January 2009

Bill Lee and Catherine Cassell

Disparities in learning opportunities endure. This paper aims to investigate whether the learning representative schemes in the UK and New Zealand (NZ) may redress disparate…

1786

Abstract

Purpose

Disparities in learning opportunities endure. This paper aims to investigate whether the learning representative schemes in the UK and New Zealand (NZ) may redress disparate opportunities for learning.

Design/methodology/approach

An interview study of UK trade unions' educational officers and an interview study of representatives of bodies involved in designing the NZ learning representative scheme are used to consider each scheme's capability to address disparate learning opportunities.

Findings

The paper finds that the UK scheme allows trade unions to initiate vocational and non‐vocational learning opportunities locally. Legislative and financial support allows some redress of inequalities in learning opportunities. The NZ scheme was introduced through a tripartite alliance of central organizations, without legislative support, to provide vocational opportunities. This scheme may facilitate learning opportunities at companies where the constituents of the central organizations support the initiative.

Research implications/ limitations

The UK scheme is firmly established, while the NZ scheme has only been developed recently. The potential for further developments in the New Zealand scheme must be acknowledged.

Practical implications/ limitations

Union‐backed learning representative schemes in different countries have been introduced to redress the unequal distribution of learning opportunities that exist at work. However, to date, there has been limited research into the potential for learning representative schemes to promote learning in different organizational contexts. There is a need for further research in this area.

Originality/value

The paper presents findings from the first comparative study of the learning representative schemes in the UK and NZ.

Details

Journal of Workplace Learning, vol. 21 no. 1
Type: Research Article
ISSN: 1366-5626

Keywords

1 – 10 of over 41000