Trade Unions, Collective Bargaining & Equality at Work Edmund Heery.

Slides:

Advertisements

Similar presentations

CROSS CULTURAL TRAINING IM CONSULTANTS. Cross-cultural Effectiveness: Profile Diagram Source: Browaeys & Price, Understanding Cross-cultural Management,1.

Advertisements

Recommendations Employment and Training Intermediaries Promoting capacity-building of staff in employment services for non-discriminatory working practices.

Equality bargaining a review Edmund Heery Cardiff Business School.

Partnership & Organizing Edmund Heery Centre for Global Labour Research.

Erstellt mit finanzieller Unterstützung der EU Kommission Luc Triangle, EMB 1 ROLE OF SOCIAL PARTNERS REGARDING MANAGEMENT OF INFORMATION, CONSULTATION.

+ Campaigning for Equality at Work Diana Holland Assistant General Secretary Transport – Equalities - Food.

Enhancing Employment Opportunities and Employability Issues and future strategies Ayanthi de Silva Deputy Director Department of National Planning.

PHAR 746 Pharmacy Management Stacy Ramirez, Pharm.D. Clinical Assistant Professor Department of Pharmacy Practice.

Public Authority Equality Duties Paul McMahon Partner Partner.

 To facilitate the implementation of employment equity and the communication to employees of matters relating to employment equity and diversity.

1 CONTRACT ADMINISTRATION Traditional collective bargaining during the term of the collective agreement Normally carried out through the grievance procedure.

EMPLOYMENT RELATIONS Business Studies Topic 4. NATURE OF EMPLOYMENT RELATIONS  Stakeholders in the Employment Relations Process:  Employers  Employees.

Resolving Disputes at Work The Role of Acas in UK Employment Relations Peter Monaghan Senior Adviser Acas Manchester.

This equipment was donated by Thompsons solicitors Getting Equal: Implementing the Gender Equality Duty Monday 14 th May 2007.

1 Basic Elements of a Collective Agreement ILO-UNI Course on Collective Bargaining Postal and Telecom Sector 22 March – 2 April 2004 Turin.

Unit 4 Area of Study 1.  To achieve an optimum working relationship between employees and management  To focus on using specific strategies to retain,

Presented by Mostefa Boudiaf Turin, 9 July 2007 Prepared by Maria Sabrina De Gobbi ILO Employment Policy Unit - Employment Strategy Department « Trade.

22/05/ Nick Crook, UNISON Trade unions organising for LGBT equality Organising for LGBT equality.

1 Low-paid, non-unionised workers with Problems at Work ESRC Project, ‘The Unorganised Worker, Routes to Support, Views on Representation’ Cardiff School.

Making Statutory Duties Work – Lessons from Northern Ireland Thomas Mahaffy Policy Officer UNISON NI Jonathan Swallow Swallow Consulting UNISON NI Community.

Human Resource Auditing

MINISTRY OF SOCIAL AFFAIRS AND HEALTH 1 Osasto\nimi\pvm Riitta Martikainen Ministerial Counsellor, Gender Equality Affairs Gender Equality Unit Gender.

Chapter 3 The Legal and Ethical Environment Nature of employment laws Key equal employment opportunity laws Employment-at-will Fair Labor Standards Act.

Cardiff Business School-12 June The Gender Equality Duty: A lever for equal pay? Bronwyn McKenna Director of Organising and Membership.

Effective Employer -Employee Relations

THE PUBLIC DUTY TO PROMOTE EQUALITY Tess Gill There are currently three public sector equality duties: Race Disability Gender WHAT ARE THE EQUALITY DUTIES?

BM Unit 2 - LO41 Higher Business Management Unit 2 Learning Outcome 4 Human Resource Management.

Workplace Legal Matters. Terms Affirmative action – a government plan to provide access to jobs for people who have suffered discrimination in the past.

Age Discrimination in Employment Act – 1967 –Protects people 40 – 65 from being fired –25 or more employees Americans with Disabilities Act – 1990 –Firms.

Public Duty Requirements and the Role of Unions Sarah Veale,TUC, Head of Equality and Employment Rights.

This equipment was donated by Thompsons solicitors Getting Equal: Implementing the Gender Equality Duty Monday 14 th May 2007.

Torrington, Hall & Taylor, Human Resource Management 6e, © Pearson Education Limited 2005 Part 5 Employee relations.

1 Copyright © 2005 by The McGraw-Hill Companies, Inc. All rights reserved.Schwind 7th Canadian Edition. 4 F O U R Meeting Legal Requirements C H A P T.

Mary Doolin, National Equality Co-ordinator PCS..

Equal Treatment of Disabled People in Employment ETUC - EDF JOINT CONFERENCE Thessaloniki, 2 March 2003.

This equipment was donated by Thompsons solicitors Women at Work: 90 Years Since the Representation of the People Act 1918 Wednesday 3 rd December 2008.

EU perspective on occupational health and safety - role and place of unions Károly György Kiev, December December Károly György, MSZOSZ.

Representation of members. Unions can represent members faced with redundancy, grievance, disciplinary procedures and legal action. Representation occurs.

1 Making labour market reform deliver more and better jobs: The Spanish case ETUC Brussels March 2006 Jorge Aragón Comisiones Obreras (CC.OO.-Spain)

Public sector pay equality in the courts: the story so far – Bronwyn McKenna - UNISON 1 Public sector pay equality in the courts: the story so far Bronwyn.

Task 1:Workplace rights and responsibilities Your Rights Your Rights By law you are entitled to a safe and health workplace. By law you are entitled to.

Women, Employment and Empowerment through Participation The Social Forum Fourth Session Commission on Human Rights Geneva, August Mary Kawar -

Equality:Changing Landscape Best Value and Equalities Conference November 2007.

Dimension 5. Social dialogue and workplace relationships Prepared by Judit Lakatos and Elizabeth Lindner Hungarian Central Statistical Office.

10 Years of the Organising Academy: Purpose, Practice and Prospect Dr Melanie Simms Associate Professor Industrial Relations Research Unit Dr Jane Holgate.

SA AIDS Conference Pre Conference session 06 June 2011 Strategic Partnerships through Social Dialogue in implementing HIV and AIDS Policies and Programmes:

Growing the union through bargaining, representation and action Steve Stott & Jim Moodie UNISON NW Bargaining, Equalities and Representation Team.

Differences Between a Unionized and Non Unionized Workplace.

Seizing an opportunity? Union organizing campaigns in Britain, Edmund Heery & Melanie Simms.

Occupational Safety and Health Reps, their role and functions in the EU.

Workers Rights 3/17/ INTRODUCTION Workers rights are recognised worldwide as the right to decent work, work security, income security, representation.

Structure  The sweatshop dynamic in the sector  The pattern of private initiatives  The ITGLWF response - Mature Systems of Industrial Relations Approach.

An analysis and comparison of the conditions of service for teachers in public and private primary schools in Zambia Christopher Yalukanda Researcher Zambia.

SOCIAL DIALOGUE A MANUAL FOR TRADE UNION EDUCATION ACTRAV, ITCILO Jeff Bridgford, Kristin Carls.

ROLE OF TRADE UNIONS Submitted to: Submitted by: Ms. Kamalpreet Kaur Sonika (3010) Purvashi (3003) Nidhi (3013) Pratiksha (3016)

Decent Work Country Program (DWCP) DWCP – an operational framework for the policies and programmes of the ILO. DWCP - a management tool to organize ILO.

9 Learning Objectives Describe the functions of a department’s personnel management and the laws and regulations influencing fire personnel management.

The Institute of Employment Rights Update on equality law 22 October 2008 The Equality and Human Rights Commission Victoria Phillips, Head of Employment.

AMFA Workshop February 28, 2013

Meeting with Hospeem delegation

Employee Participation

Human Resource Management

PROGRESS MADE REGARDING LEGISLATION PORTFOLIO COMMITTEE ON LABOUR

Human Resource management

Institutional Theory and Platform Labour in Developing Countries

Manifesto for Labour Law

Who are PCS? PCS - the Public and Commercial Services Union, has 185,000 members in both the civil service and in private sector companies delivering.

The Commission for Equalities and Human Rights

Pascale Lorber University of Leicester

Decent Work in the Americas:

Presentation transcript:

Trade Unions, Collective Bargaining & Equality at Work Edmund Heery

Objectives Employment law Employer action Civil regulation Collective bargaining –Evidence of equality bargaining –Conditions for equality bargaining –Relationship of bargaining to law

Evidence for equality bargaining Trevor Colling & Linda Dickens: Equality Bargaining – Why Not? EOC (1989) Relative absence of equality bargaining –Conservatism & parochialism of bargaining –Absence of bargainers attuned to equality

Evidence 1.Cardiff survey of union officers, 2002 Bargaining over equal pay Substantial minorities report recent bargaining Access to information on gender pay rates (45%) Introduction of equal value JE (42%) Training in equal pay for lay reps (42%) Revision of existing JE scheme (37%) Written equal pay policy (34%) Regrading of women-dominated jobs (32%) Written equal pay audit/review (29%)

Evidence 2. Hoque & Noon analysis of WERS 04 –Impact of bargaining on strength of EOP –Incidence of bargaining on equality 3.6% workplaces; 16% of unionised workplaces –Bargaining associated with stronger policies on Recruitment Promotions Pay

Evidence Studies of union wage effects (Metcalf 2005) –Union recognition for collective bargaining associated with higher relative wages for: Women workers Non-white workers Workers with disability –Effects generated by unions compressing pay distribution from below

Conditions for equality bargaining Bargainers –Experience, training, specialisation & commitment Unions –Link between bargainers & equality officers & structures Institutions –Centralized bargaining –Formal committees/structures within organizations

Conditions Opportunity –Public service employment Civil Service & local government –Changes in law

Equality bargaining and the law Recent tensions –Representation Trade unions versus private legal representatives –Resolution Balancing employer-worker & worker-worker interests versus compensating fully for discrimination –Overt conflict Allen & others versus GMB

Equality bargaining and the law Law as a resource for unions –Pattern bargaining Diffusion of strategic cases through bargaining –Statutes as bargaining platforms Exceeding minima through collective agreements –Statutes as bargaining levers Threat of legal action/non-compliance

Equality bargaining and the law Unions and the mediation of law –Compliance Monitoring employer behaviour; negotiating policies & procedures –Enforcement Informing workers of rights; sponsorship of cases –Participation Equality duties and duty to consult