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For over thirty years, one of the most overt forms of employer opposition to unionization has been anti-union campaigns conducted by union avoidance consultants. As a result, both union and employer associations have attempted to influence the provisions of the LMRDA that cover consultant activities. This article provides the first comprehensive historical analysis of the LMRDA's reporting and disclosure requirements covering employers and consultants. The first section examines consultant reporting policy from the late 1950s to the late 1970s, a period when unions filed relatively few complaints and the DOL initiated few investigations, but the consultant industry expanded significantly. Section two examines developments in the 1980s – the period of greatest congressional and judicial activity on consultant reporting since the 1950s. The final section looks at post-1980s events and examines why organized labor has persisted with its campaign to reform government policy on consultant reporting, despite its inability to make progress on the issue over the past four decades.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

May 16, 1973 Industrial Relations — Unfair industrial practice — Discrimination — Post Office — Facilities granted to recognised but unregistered union denied to unrecognised but registered union — Whether statutory discrimination — Whether rights given to worker exercising right to belong to union of his choice including right to take part in union activities on employer's premises against will of employer — Distinction between organisational and negotiating facilities — Industrial Relations Act, 1971 (c.72), s.5(1)(a), (c), (2)(b), (5).

The question of health and safety at work is a central issue for trade unions. In Britain it is an area of concern where there were important legislative initiatives in the 1970s and 1980s, although surprisingly this has received relatively little attention in the debates about trade unionism. This neglect results in an aspect of union activity about which little is known. Explores through a detailed longitudinal study of a middle‐range engineering firm, from the late 1970s into the 1990s, the ways in which trade unions organize and act on health and safety questions. Argues that it is almost “routine” that workers face dangers and hazards at work, a central feature of the work and employment experience of most workers. However, this is often difficult to deal with as individual issues, or as matters which are subject to collective consideration. On the one hand, workers often appear to accept the dangers and hazards they face. On the other hand, managements are preoccupied with questions relating to production and finance, rather than the day‐to‐day problems faced by workers. This tension suggests that the future wellbeing of workers in unionized workplaces lies not so much with legislative provisions and rights at work, but in education and the organizing ability of workplace unions, raising and addressing what often seem like individualistic problems in collective ways.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

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.

The changing dynamics of current workplaces and the increasing employment of professionals in large bureaucratic organizations calls for a renewed examination of commitment at work. This study assesses a three-component model of professional commitment in a unionized environment to determine the applicability of a three-component model of professional commitment and its effect on participation in union and professional activities. This paper aims to discuss these issues.

A cross-sectional survey of licensed practical nurses tests the validity of a three-component model of professional commitment concurrent with union commitment; the impact of commitment on varying levels of participation in union and professional activities is examined.

Support is found for a three component of professional commitment based on Meyer and Allen's model of organizational commitment. Normative professional commitment has an inverse relationship to outcomes compared to professional affective commitment and union affective commitment, eflecting the professional socialization process.

Sample size limits the generalizability of the findings. A larger study, with longitudinal design, would contribute to understanding the operation of union and professional commitment in the same workplace.

Support for a variety of union and professional activities is linked to both union and professional commitment, indicating there may be shared values motivating participation in these activities. It may be possible to overcome the negative association between normative commitment and engagement in activities through emphasis on affective commitment to both the union and the profession.

The findings are important for the increasing number of professionals employed in unionized settings, particularly in the public sector, whose collective bargaining rights are being threatened.

This substantial article begins with an examination of two important grounds of discrimination: sex discrimination governed by the Sex Discrimination Act 1975 (and the related Equal Pay Act 1970) and racial discrimination under the Race Relations Act 1976. Discussion is confined to the right not to be discriminated against and covers the detailed provisions of these acts in this respect, judicial precedents and important cases heard not only in the British courts but in the European Court of Justice. The third section of the article is about discrimination in connection with trade union membership and activities governed by the Employment Protection (Consolidation) Act 1978.

The Sex Discrimination Act 1975 and the related Equal Pay Act 1970, and the Race Relations Act 1976 have not been consolidated by the Employment Protection (Consolidation) Act 1978. Each of the Acts treats sex and race discrimination in a general and broad sense. Both make similar provisions in connection with various aspects of discrimination in employment. Since one act is inspired by the other, the judicial precedent in sex discrimination cases will normally be followed in racial discrimination cases and vice versa. Both Acts are outlined and the grounds that constitute discrimination discussed as well as permissible discrimination. Enforcement of the Acts and liability is detailed. Discrimination in connection with trade union membership and activities is also examined. The right not to have action short of dismissal taken against the employee and remedies for action short of dismissal are discussed.

Viewed in the context of liberalization, privatization and globalization, the socio-economic and legal environment facing the unions have changed, throwing them into clutches of adversity and destitution. The purpose of this paper is to identify the reasons (i.e. antecedents) behind workers’ participation in union activities (such as strikes, rallies, demonstrations) in today’s scenario, and to understand how these participation tactics influence workers’ performance (i.e. worker behavior effectiveness) at work.

A range of published sources is drawn on, including quantitative, survey based and qualitative, case-study and other evidence for building the conceptual review.

The investigation clearly indicates that contemporary challenges facing unions in the present scenario prompt industrial actions. Only specific and genuine grievances and justifiable demands motivate workers to form a strong emotional attachment to their unions and engage in union participation activities such as strike activity (Darlington, 2006; Bean and Stoney, 1986).

Contrary to the traditional view, which sights unions as detrimental to worker productivity, turnover, and attendance at work (via restrictive work rules, featherbedding and disruptive strikes or other adversarial tactics), the investigation, through extensive review of literature proposes that unions positively influence worker behavior at work. The model, however, requires empirical testing to validate the proposed relationships.