Jun 15
0

What is Freedom of Association?

By | Uncategorized

What is Freedom of Association?

Freedom of Association (FoA) is the right of workers to join and form trade unions or organizations of their choosing. FoA is enshrined in the Universal Declaration of Human Rights. It includes the right to freedom of assembly, association, and trade union membership.

This means that:

  • Workers can form and join trade unions of their own choosing.
  • Unions have the freedom to function independently.
  • Elections and the duties of union representatives are free of interference.
  • Independently elected worker representatives should not fear intimidation, harassment, or reprisals. They are the measure of how freely workers can express and contribute to their industry or workplace through formal structures such as collective bargaining.
  • Workers and employers can be formally represented in negotiations to arrive at solutions for improving working conditions.
  • FoA also applies to workers in the informal sector (those not working under employment contracts).

It is important to note that FoA also applies to an employer’s right to join organizations of their choosing!

Nov 20
0

Morocco: Economic, Social, Political and Institutional Situation and its Connection with Social Dialogue

By | Meta-analysis, Morocco

Summary

The development of the informal sector of Morocco through short-term contracts and the recent decisions of the government have led to a decline in the influence of social dialogue institutions like unions. The lack of ability of the unions to keep up with the changing demands of new workers and the solitary decisions of the government have led to groups leaving union representation and protesting on their own. The current state of bipartite and tripartite dialogue in the state need to be reassessed.

For the original source, please click here

Nov 19
0

The Palestinian Decent Work Programme 2018-2022

By | Case-study, Palestina

Summary

This publication details the Palestinian Decent Work Programme as instituted by the ILO. Part of this programme is the strengthening of social dialogue through increased and enhanced bipartite and tripartite social dialogue for various sectors, especially construction. Priority II details this further, mentioning three goals of strengthening social dialogue: ensuring alignment with human rights treaties, improve freedom of association and representative decision-making and enhance labour inspections through database and grievance mechanisms establishment.

For the original source, please click here

Nov 19
0

Social Services and their Representation in Social Dalogue in Bulgaria, Cyprus, Hungary, Lithuania, Malta and Romania

By | Cyprus, Hungary

Summary

This study assesses the inclusion of social services in tripartite, bipartite and collective bargaining at a national level in six EU member states: Bulgaria, Cyprus, Hungary, Lithuania, Malta and Romania. It does this through extensive surveys, interviews and focus groups throughout the nations in the different companies and representives in social services. It concludes that social service organisations are largely absent from social dialogue on a national level, and they have little influence on policy creation because of this.

For the original source, please click here

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.

For the original source, please click here.

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Apr 20
0

The Impact of Union-Management Cooperation on Productivity and Employment

By | Social dialogue

Abstract

This study examines the effects of union-management cooperative programs on productivity and employment. The author collected productivity and employment data for each of nine manufacturing plants at monthly time intervals over a period of four to five years—from two years before to at least two years after the introduction of the cooperative program. Regression analysis of these time-series data is supplemented by qualitative data from personal interviews and relevant records. The results show that after introduction of the cooperative programs, productivity increased in six of the eight firms in which it could be measured and employment remained stable in eight of the nine firms.

For the original source, please click here.

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Apr 19
0

Developmental Relevance of Social Dialogue in Ghana

By | Ghana, Social dialogue

TUDCN has undertaken three national case studies in Ghana, Indonesia and Uruguay to analyse social dialogue within the countries in its various forms, with particular focus on the formalisation of these dialogues at different administrative levels and its contribution to development. The studies are authored by national trade union specialists and include examples of good practice as well as of limitations of the different contexts.

The Ghana case study puts forward the role of institutionalised social dialogue in increasing the minimum wage. It also highlights how other forms of social dialogue, including consultations and discussions, have contributed to the elaboration of the Poverty Reduction Strategy; of national employment, youth and social protection policies; and to the inclusion of social partners on the governing boards of public institutions.

For the original source, please click here.

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Apr 19
0

Good practices and challenges on the Maternity Protection Convention, 2000 (No. 183) and the Workers with Family Responsibilities Convention, 1981 (No. 156): A comparative study

By | Australia, Benin, Chile, Macedonia, Moldova, Morocco, Niger, Paraguay, Social dialogue, Sri Lanka, Ukraine

The success of national and workplace strategies to promote women’s equal opportunities and treatment in labour markets and gender equality at work are dependent on adequate and accessible maternity protection and family-friendly services and measures. Supporting workers with family responsibilities also helps fathers to be more involved in care of their children and more equally share in responsibilities in the home.

Ten case studies concern Convention No. 183 in Benin, Moldova and Morocco and the Maternity Protection Convention (Revised), 1952 (No. 103) in Sri Lanka; as well as Convention No. 156 in Australia, Chile, The former Yugoslav Republic of Macedonia, Niger, Paraguay and Ukraine.

For the original source, please click here.

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Apr 19
0

Works Councils and Collective Bargaining in Germany: The Impact on Productivity and Wages

By | Case-study, Germany, Social dialogue

Abstract

This paper investigates the interaction between establishment‐level codetermination and industry‐level collective bargaining in Germany. Based on a bargaining model, we derive our main hypothesis: In establishments covered by collective bargaining agreements, works councils are more likely to be engaged in productivity‐enhancing activities and less engaged in rent‐seeking activities than their counterparts in uncovered establishments. Our empirical analysis confirms this hypothesis. The presence of works councils exerts a positive impact on productivity within the covered industrial relations regime but not within the uncovered regime. The presence of works councils has a positive effect on wages within the uncovered regime but not to the same degree within the covered regime.

For the original source, please click here.

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Apr 19
0

Recent Unrest in the RMG Sector of Bangladesh: Is this an Outcome of Poor Labour Practices?

By | Bangladesh, Case-study, Social dialogue

Abstract

The RMG sector of Bangladesh has experienced disputes and violent protest by the workers in recent times. This study explores the reasons for recent unrest in the garment sector. Since managers are mainly responsible for applying human resource practices, this paper has given particular attention to their views on recent attitude changes of workers. Results show that mutual understanding among workers and managers is absent in the RMG sector. This study also states that high-work load, poor behaviour of line managers, low skills and low wage rates are the notable reasons for high job turnover and social unrest. Poor relationship between workers and supervisors is the main source of conflict. This study finds that there is growing demand for work life balance among the workers of RMG sector.
For the original source, please click here.
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