Tag

Collective bargaining

Jul 22
0

Country Information & Practical Advice on Freedom of Association & Collective Bargaining: BANGLADESH

By | Bangladesh, Collective Bargaining, Freedom of Association, Social dialogue

Summary 

Freedom of Association (FoA) and Collective Bargaining (CB) are covered by two ILO core Conventions. Brands are Expected to respect these rights. This factsheet contains the most important information about FoA and CB in Bangladesh and provides practical tools for brands to get started. 

In addition, CNV International has developed a general factsheet about this topic. 

For the original source, click here 

Jun 15
0

What is Collective Bargaining?

By | Uncategorized

What is Collective Bargaining?

Closely linked to this is the right to Collective Bargaining (CB), which allows workers to freely negotiate their working conditions with their employers. These rights apply to all workers, regardless of their race, religion, gender, occupation, nationality, or political opinion.

CB is the process of all negotiations between an employer or an employers’ organization and one or more trade unions with the aim of developing a Collective Bargaining Agreement (CBA). CBAs outline work conditions at factory/workplace, regional, national, or sectoral level. These are written, legally binding contracts requiring employer and company compliance.

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!

Jun 15
0

What is a Trade Union?

By | Uncategorized

What is a Trade Union?

Trade unions are independent, membership-based organizations of workers, constituted for the purpose of furthering and defending the interests of workers (ILO). They represent and negotiate on behalf of working people. Unions provide advice to workers who are often unaware of their rights, and they can also negotiate with employers to improve wages and working conditions.

Trade union rights are defined as workers’ freedom of association and the right to collective bargaining. These rights form the foundation of social dialogue and industrial relations to manage conflicts in the workplace.

Differences between a trade union and other forms of organisation

Independent trade unions represent the ideal model for worker representation. Trade unions have legal protection, access to resources, the support of wider trade union networks, and are free from influence from the employer and the government.

Restriction of FoA: Where FoA is restricted by law and/ or (independent, democratically elected) trade unions cannot be formed because of (impossible) conditions for registration as a union, the next best available form of independent worker representation should be pursued. Alternative forms of representation can help build dialogue and develop worker and employer industrial relations skills.

Other committees: In many countries you will find workers participation committees, health and safety committees, or anti-harassment committees. These types of committees, sometimes required by law, can certainly be useful, although they are not an alternative to a trade union, mainly because they do not offer workers the same kind of legal protection and they do not have the right to participate in the collective bargaining process. Some exceptions exist, like in Myanmar, where these committees do have the legal right to participate. Further, these committees lack support beyond the enterprise level, meaning they are not supported by district and national trade unions.

Yellow unions: More subtle forms of interference include paternalism, where structures are created that may resemble unions, but are actually controlled by management in some form. For example, workers may be selected to be the representatives on workers’ committees rather than being democratically elected, or company management may pay union fees, making the union less independent. You can also encounter alternatives for independent, representative trade unions, such as employee councils or unions that only act in management’s interests (‘paper’ or ‘yellow’ unions).

By using the CNV and FNV Checklist for companies on trade union freedom and social dialogue, you will get a better understanding of how trade union freedom is practiced.

Nov 20
0

Industrial Conflict and Collective Bargaining: Evidence from North Central Region of Nigeria

By | Case-study, Nigeria

Summary

The study analyses the effect of collective bargaining on employees in the wake of economic crises and rising unemployment in Nigeria. It concludes that collective bargaining generally helps to alleviate the situation for all involved, but that proactive bargaining should be done when crises are imminent or just occur, rather than some time after the fact. Another outcome is that training on bargaining techniques and involvement given to workers should be standard and would aid in the developments of the agreement, to reach a more amicable solution.

For the original source, please click here

Nov 19
0

Collective Bargaining: Delivering for the public interest?

By | Australia

Summary

This study assesses the effectiveness of the organisational-level collective bargaining model present in Australia. It concludes that the present model is failing, with less collective bargaining agreements being reached, resulting in wage stagnation despite the state-level increase in economic prosperity. It suggests that greater implementation of more drastic measures, like striking, and greater inclusion for the parties allowed in the bargaining process is necessary to develop social dialogue further.

For the original source, please click here

Nov 19
0

Making sense of the numbers: Sector wage bargaining – a literature review

By | New Zealand

Summary

This study uses New Zealand collective agreements to assess the relationship between productivity and agreements. They find that collective bargaining does have a positive impact on wage markup, but that this does not necessary correlate with increases in profitability. However, evidence over 20 years does suggest that the erosion of collective bargaining leads to an increase in the gap between organisational productivity and wage markup.

For the original source, please click here

Nov 19
0

Productivity and Wage Effects of Firm-Level Collective Agreements: Evidence from Belgian Linked Panel Data

By | Belgium, Meta-analysis

Summary

This study analyses the difference between firm-level and sector-level collective bargaining agreements, using Belgium as a basis. It argues that firm-level agreements do more to raise wage levels past productivity increases, without affecting the organisation’s overall profitability. It suggests that firm-level agreements more strongly raise wages without affecting profitability, but have shorter reaching effects than sector-level agreements.

For the original source, please click here

Nov 19
0

Power to the People: How stronger unions can deliver economic justice

By | UK

Summary

This is a discussion paper covering the benefits of social dialogue, trade unions and collective bargaining. Using the UK as the basis for the analysis, six key benefits are comprehensively discussed: Trade unions and collective bargaining are good for workers and good for the economy; Workers who could most benefit from union membership are least likely to join and membership is set to decline further still; Public policy has contributed to the decline of trade unions, so public policy must be part of the solution; Government should promote a renaissance of collective bargaining to improve wages and working conditions; Trade unions should be supported to recruit members and to innovate; Trade unions should be seen as social partners in industrial strategy and for the managed acceleration of automation.

For the original source, please click here