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Outsourcing and portuguese collective bargaining

Lambelho, Ana
Fonte: Instituto Politécnico de Leiria Publicador: Instituto Politécnico de Leiria
Tipo: Conferência ou Objeto de Conferência
Publicado em //2010 ENG
Relevância na Pesquisa
46.28%
Comunicação apresentada na Global Conference on Business and Finance, 2010.; The globalization, the technological innovations, the pressures of the market means that enterprises have to face new challenges that to surmount them, has to adopt new business processes, increase the productivity and innovation at all the levels, namely organizational. The new forms of business organization are based on network cooperation, and often achieved by outsourcing. The outsourcing and network programs have important effects on the rates of Union affiliation, on the collective bargaining structure, and effects on the effectiveness of Union collective bargaining as an instrument to regulate labour relations. The effects of outsourcing and network cooperation in working relationships can and should be regulated in collective bargaining. Thus, we will examine how Portuguese collective bargaining considers the complex nature of corporate employers, analyze if collective agreements consider the new working forms and the diversification of employees status, analyze the dispositions that aim to protect the employees of the outsourcer and analyze the dispositions that aim to protect the employees of contracted enterprises. So, this work aims to study...

Collective bargaining in Brazilian manufacturing, 1978-95

Horn, Carlos Henrique Vasconcellos
Fonte: Universidade Federal do Rio Grande do Sul Publicador: Universidade Federal do Rio Grande do Sul
Tipo: Tese de Doutorado Formato: application/pdf
ENG
Relevância na Pesquisa
36.47%
Collective bargaining, it is widely claimed, has been on the increase in Brazil since the late 1970s. This is seen as part of a broader change in Brazilian industrial relations towards a hybrid system of interest representation, in which elements of both the old state corporatism and pluralism now coexist. However, there is little or no systematic empirical evidence available to support this conclusion. This thesis addresses the question of the strengthening of collective bargaining as a method of job regulation in Brazil by providing a detailed empirical study. The questions of this study are: (a) how important has collective bargaining become in establishing provisions on the terms and conditions of the employment relationship which are not simply reproducing rules established via state regulation?; and (b) what factors accounted for changes in the content of these provisions? An analysis of 10,734 provisions in 287 collective agreements in manufacturing industries in the Metropolitan Area of Porto Alegre, the capital of the southernmost state of Rio Grande do Sul, was carried out for the period of 1978-95. This analysis offers support for the thesis that the significance of collective bargaining has increased. It shows that: (a) most substantive provisions created rules that were not established in other forms of regulation; (b) provisions that replicate the contents of regulatory legislation accounted for one out of seven substantive provisions...

A boa-fé objetiva aplicada à negociação coletiva trabalhista

Braun, Anner Perboni
Fonte: Universidade Federal do Rio Grande do Sul Publicador: Universidade Federal do Rio Grande do Sul
Tipo: Trabalho de Conclusão de Curso Formato: application/pdf
POR
Relevância na Pesquisa
36.28%
O presente trabalho tem por objetivo examinar a aplicabilidade da boa-fé objetiva à negociação coletiva trabalhista, muito embora não haja previsão expressa neste sentido em nosso direito laboral. A atual necessidade de promover o entendimento entre representantes de capital e trabalho tem feito com que a negociação coletiva ganhe importância na solução dos conflitos coletivos econômicos trabalhistas. O ordenamento jurídico brasileiro, ao mesmo tempo em que procura privilegiar as soluções autocompositivas, contraditoriamente, mantém resquícios de heteronomia e intervencionismo, impedindo o seu pleno desenvolvimento. A partir de revisão doutrinária e normativa, bem como de análise jurisprudencial, este trabalho procura demonstrar que a boa-fé objetiva é importante instrumento de fomento à negociação coletiva laboral, hoje identificada como a forma mais eficaz para o restabelecimento da paz social entre empregadores e trabalhadores. A incidência do princípio da boa-fé objetiva na negociação se justifica na medida em que é possível identificá-la como a fase que antecede a celebração das convenções e acordos coletivos de trabalho, verdadeiros mistos de contrato e norma. Pode-se dizer, assim, que a boa-fé objetiva atua nas negociações coletivas trabalhistas – fase formativa dos contratos coletivos – a fim de emprestar maior efetividade a esse procedimento de cooperação entre as partes...

A perspectiva de género nas relações laborais portuguesas

Cerdeira, Maria da Conceição
Fonte: CIES, ISCTE-IUL / Celta Publicador: CIES, ISCTE-IUL / Celta
Tipo: Artigo de Revista Científica
Publicado em /09/2009 POR
Relevância na Pesquisa
36.49%
O artigo analisa a perspectiva de género nas relações laborais portuguesas, dando atenção aos acordos de concertação social e às convenções colectivas publicadas nos últimos anos. Os resultados evidenciam que a perspectiva integrada da igualdade de género advém fundamentalmente da regulamentação legal e das políticas governamentais. O texto das convenções colectivas tende a ser formalmente neutro. Não obstante, são raras as convenções que contemplam medidas de acção positiva para combater a discriminação profissional e, nestes casos, em geral são formuladas de uma forma muito abstracta.; This paper analyses gender equality in Portuguese industrial relations, with particular focus on social concertation and collective agreements published in recent years. Our results show that gender mainstreaming comes basically from legal regulation and government policies. The content of collective agreements tends to be formally neutral. However, very few agreements contain positive measures for attacking professional discrimination and, even in these cases, they are formulated in a very generic way.; L’article analyse la perspective de genre dans les relations de travail portugaises, en mettant l’accent sur les accords de concertation sociale et les conventions collectives publiés ces dernières années. Les résultats révèlent que la perspective intégrée de l’égalité de genre advient essentiellement de la réglementation juridique et des politiques gouvernementales. Le texte des conventions collectives tend à être formellement neutre. Cependant...

Public Sector Unionism without Collective Bargaining

Freeman, Richard Barry; Han, Eunice S.
Fonte: American Economic Association Publicador: American Economic Association
Tipo: Conference Paper
EN_US
Relevância na Pesquisa
36.52%
Seven states in the US outlaw public sector collective bargaining, but employees in these states still join unions. Public sector workers join unions in other states even when unions are unable to obtain collective agreements. Using the Current Population Survey Merged Outgoing Rotation Group 2001-2010, we estimate union membership wage premium for public sector employees across states with different public sector bargaining laws. We find that unionism is associated with higher earnings even in states that outlaw public sector bargaining. Using the School and Staffing Survey for teachers, we find that a substantial and increasing proportion of school districts reach meet-and-confer agreements with teachers unions and that those agreements are associated with better retirement plans for teachers. The percentage of workers who join unions in a school district is associated with higher earnings and lower contract working days for union members in states that outlaw collective bargaining as well as in states that mandate bargaining, which suggests that density contributes to the success of unions in the absence of collective bargaining.; Economics

Unions and Collective Bargaining : Economic Effects in a Global Environment

Aidt, Toke; Tzannatos, Zafiris
Fonte: Washington, DC: World Bank Publicador: Washington, DC: World Bank
EN_US
Relevância na Pesquisa
46.27%
The development of industrial relations in different countries, can be essential in their efforts to balance competitiveness, with equitable wages, and improved working conditions. Consequently, a well-functioning labor market is essential for solid economic performance, as well as future economic growth, and, for the well-being of workers, and their families. And, the effects of globalization on workers, on firms, and on macroeconomic performance, relate critically to labor institutions such as, trade unions, and dispute resolution mechanisms. "Unions and Collective Bargaining" is a comprehensive, reference book which evaluates the economic effects of unions, and collective bargaining. This book provides a detailed survey, and synthesis of the economic literature on trade unions, and collective bargaining, and their impact on micro- and macroeconomic outcomes. It shows the effects of collective bargaining in different country settings and time periods.

Why Firms Avoid Cutting Wages : Survey Evidence from European Firms

Du Caju, Philip; Kosma, Theodora; Lawless, Martina; Messina, Julian; Room, Tairi
Fonte: World Bank Group, Washington, DC Publicador: World Bank Group, Washington, DC
EN_US
Relevância na Pesquisa
36.44%
Firms very rarely cut nominal wages, even in the face of considerable negative economic shocks. This paper uses a unique survey of fourteen European countries to ask firms directly about the incidence of wage cuts and to assess the relevance of a range of potential reasons for why the firms avoid cutting wages. The paper examines how firm characteristics and collective bargaining institutions affect the relevance of each of the common explanations put forward for the infrequency of wage cuts. Concerns about the retention of productive staff and a lowering of morale and effort were reported as key reasons for downward wage rigidity across all countries and firm types. Restrictions created by collective bargaining were found to be an important consideration for firms in Western European (EU-15) countries but were one of the lowest ranked obstacles in the new EU member states in Central and Eastern Europe.

Individual contracts, collective bargaining, wages and power

Peetz, David
Fonte: Universidade Nacional da Austrália Publicador: Universidade Nacional da Austrália
Tipo: Working/Technical Paper Formato: 186531 bytes; application/pdf
EN_AU
Relevância na Pesquisa
36.46%
Over the past decade or more, employer use of individual contracts to determine pay and conditions for employees increased in Australia and elsewhere, in no small part due to encouragement by governments, including through legislation promoting Australian Workplace Agreements (AWAs). This paper considers the evidence on the impact of individual contacts and collective bargaining on outcomes such as pay and conditions for employees and the implications for the distribution of power. Employees on AWAs receive higher pay on average than other employees, due to the overrepresentation of managerial and senior specialised skilled staff amongst AWA employees. For other employees, however, individual contracts appear to be more likely to be associated with lower wage increases and/or a reduction in other conditions of employment. This in turn reflects the impact that individual contracting, compared to collective bargaining, has on the power of employees. Collective bargaining increases the bargaining power of employees, is the mechanism by which unions achieve most gains for their members, and is strengthened when union density is high. However, not all employees receive lower wages if they shift from collective bargaining to AWAs: some receive a non-union premium...

Corporate governance and collective bargaining: A comparative study of the evolution of corporate governance and collective bargaining in France, Germany, UK and Portugal

MESTRE, Bruno
Fonte: Instituto Universitário Europeu Publicador: Instituto Universitário Europeu
Tipo: Tese de Doutorado
EN
Relevância na Pesquisa
36.38%
The object of this thesis concerns the institutional complementarities between the national systems of corporate governance and employee representation (including collective bargaining) in an evolutionary comparative and European perspective. This thesis defends that there appears to be currently a phenomenon of hybridisation of the patterns of corporate governance in Europe that is introducing market elements in relational/governmental systems and relational elements in market systems. The systems of employee representation appear to be also converging towards a phenomenon of controlled decentralisation that consists in the diversification of the powers of the actors at the level of the company and in the development of new types of agreements. The underlying intention appears to be the recognition of employees as stakeholders of the company. This thesis concludes that the new types of collective agreements may not be effective as a means of counterbalancing the pressure of shareholders and employees are left in a delicate position.; Defense date: 11/12/2009; Examining board: Simon Deakin (University of Cambridge), Julio Gomes (Universidade Católica Portuguesa, Porto), Marie-Ange Moreau (EUI, Supervisor), Heike Schweitzer (EUI)

Individual vs collective contracts: an experimental investigation using the gift exchange game

Chong, Sophia; Guill??n, Pablo
Fonte: Universidad de Granada. Departamento de Teor??a e Historia Econ??mica Publicador: Universidad de Granada. Departamento de Teor??a e Historia Econ??mica
Tipo: Relatório
ENG
Relevância na Pesquisa
46.44%
This paper compares individual with collective contracts using modified repeated gift exchange games. The game had two variations, both following a partner design. In the individual variation different workers in the same firm can receive separate wages, and in the collective variation all workers in the same firm receive the same wage. These two variations are played altering the order. Thus the experiment has four treatments, two within subjects (regarding the games played) and two between subjects (regarding the order in which the games are played). We did not find significant differences between the two variations of the game when subjects had no experience. However, individual agreements turned out to be more efficient when subjects have previously experienced collective agreements. This result suggests subjects learned to reciprocate when they played the collective variation followed by the individual variation of the gift exchange game.

La estructura de las relaciones laborales en Alemania

Zachert, Ulrich
Fonte: Universidade da Coruña Publicador: Universidade da Coruña
Tipo: Artigo de Revista Científica
SPA
Relevância na Pesquisa
46.26%
[Resumen] Este artículo explica las principales estructuras del Derecho alemán del Trabajo, en el marco de una economía globalizada. Desde un punto de vista jurídico, estas estructuras pueden ser reconducidas a las tres siguientes. La protección contra el despido, la regulación de condiciones de trabajo reales a través de convenios colectivos, y la cogestión, a nivel de empresa, entre el empresario y el comité de empresa.; [Abstract] This article explains the main structures of the German Labor Law, in the frame of a globalized economy. From a legal viewpoint, these structures may be summarized in the three following ones. The protection against dismissals, the regulation of the real labor standards through collective agreements, and the codetermination, at the enterprise level, between the employer and the works council.

As novidades incorporadas ao tradicional proceso de impugnación de convenios colectivos pola Lei reguladora

Ron Latas, Ricardo Pedro
Fonte: Universidade da Coruña Publicador: Universidade da Coruña
Tipo: Artigo de Revista Científica
GLG
Relevância na Pesquisa
46.26%
[Resumo] A modalidade procesual de impugnación de convenios colectivos, que xa regulaba a Lei deprocedemento laboral, foi modificada pola Lei reguladora da xurisdición social de maneira especialmente rechamante, pois esta procedeu a mudar determinados aspectos seus que, malia non resultaren pacíficos no ámbito doutrinal, foran resoltos con maior ou menor acerto pola xurisprudencia do Tribunal Supremo.; [Abstract] The legal process contesting collective agreements, regulated by the Labour Procedure Act,has been remarkably amended by the Social Jurisdiction Regulatory Act as it has proceeded to amend certain aspects. While the modifications have not been peaceful in the doctrinal field, they have been resolved with greater or lesser success by the jurisprudence of the Supreme Court.

Voluntary agreements to improve environmental quality: symbolic and substantive cooperation

Montes, María J.; Delmas, Magali
Fonte: Wiley-Blackwell Publicador: Wiley-Blackwell
Tipo: Artigo de Revista Científica
Publicado em /06/2010 ENG
Relevância na Pesquisa
36.36%
Within the context of environmental voluntary agreements (VAs), this paper analyzes the determinants of the degree of participation by firms in collective corporate political strategies that aim to shape government policy. We demonstrate that substantive cooperative strategies are more likely to be pursued by firms that enter a VA close to its initiation, while symbolic cooperation is more likely behavior by late joiners. We show that late joiners and early joiners within VAs adopt different cooperative strategies because they face different institutional pressures. Our analysis is based on the strategies of firms participating in the Climate Challenge program (1995-2000) established by the U.S. Department of Energy and representatives of the national electric utilities to reduce greenhouse gas emissions. Our results show that early joiners were subjected to higher levels of political pressure at the state level and were more dependent on local and federal regulatory agencies than late joiners were. Early joiners were also better connected to the trade association and more visible. Late joiners had undertaken significantly less investment in environmental improvements than early joiners. Our paper also illustrates the difficulty involved in using VAs to try to induce improved environmental outcomes when there are no sanctioning mechanisms. Although early entrants reduced their emissions more than nonparticipants...

Including Financial Services in Preferential Trade Agreements : Lessons of International Experience for China

Stephanou, Constantinos
Fonte: Banco Mundial Publicador: Banco Mundial
Tipo: Publications & Research :: Policy Research Working Paper
ENGLISH
Relevância na Pesquisa
36.36%
The objective of this paper is to address the main considerations for China of including financial services in its preferential trade agreements. The paper briefly reviews China's financial liberalization process and the state of its domestic financial system, discusses the main considerations of including financial services in China's preferential trade agreements, compares and contrasts the different 'architectural' approaches that have been used by countries to include financial services in such agreements, and identifies good practices in preparing for financial services negotiations. Particular emphasis is placed on lessons from Latin American preferential trade agreements, given their more frequent and extensive coverage of financial services compared with other regions.

L'effet de l'allongement de la durée des conventions collectives sur les relations du travail locales en entreprise

Gauvin, Kristine
Fonte: Université de Montréal Publicador: Université de Montréal
Tipo: Thèse ou Mémoire numérique / Electronic Thesis or Dissertation
FR
Relevância na Pesquisa
46.9%
Cette recherche s’intéresse au phénomène qu’est l’allongement de la durée des conventions collectives. Avant juin 1994, la durée maximale d’une convention collective était fixée à trois ans. La venue de la mondialisation a chamboulé les entreprises qui, elles, pour s’adapter et survivre à cette nouvelle réalité et demeurer compétitives, ont dû procéder à des investissements majeurs, des restructurations, miser sur des relations de partenariat avec les syndicats, etc. (Boivin, 1998). Pour ce faire, elles devaient s’assurer d’obtenir une stabilité et une paix industrielle (Grant et Paquet, 1998). C’est à ce moment que nous avons vu l’apparition d’ententes qui visaient à prolonger la durée maximale des conventions collectives, fixées à trois ans, sans contrevenir aux différentes dispositions du Code du travail (L.R.Q. c.C-27). Ces « contrats sociaux » devaient compter différentes caractéristiques particulières. C’est le 10 mai 1994 que le législateur québécois a déplafonné la durée des conventions collectives (Mayer, 1999). Tel qu’établi, les transformations au niveau de l’environnement ont poussé les acteurs à revoir leurs façons de faire. Cela a mené à une déconflictualisation des relations du travail (Jalette...

La convention collective : un instrument de responsabilité sociale des entreprises

Villemure, Emilie
Fonte: Université de Montréal Publicador: Université de Montréal
Tipo: Thèse ou Mémoire numérique / Electronic Thesis or Dissertation
FR
Relevância na Pesquisa
46.27%
La responsabilité sociale des entreprises (RSE) est un concept qui fait référence au volontariat, sans définition unique, et visant la prise en compte des intérêts des parties prenantes de l’entreprise. Pour celle-ci, les caractéristiques communes à ces différentes définitions est d’établir des balises allant au-delà de ce que la loi fixe comme règle. Pour mettre en oeuvre la RSE, plusieurs outils sont utilisés, le code de conduite étant le plus répandu. Quant aux multiples parties prenantes de l’organisation, celle des travailleurs ne semble pas invitée à participer aux décisions de l’entreprise en matière de RSE, malgré les intérêts importants que les travailleurs et le syndicat peuvent posséder auprès de cette dernière. Notre recherche porte sur la convention collective en tant qu’outil de responsabilité sociale des entreprises. Nous nous intéressons à savoir si cet outil traditionnel en relations du travail pourrait être utilisé, tout comme un code de conduite, pour stimuler la participation des syndicale aux décisions de l’entreprise. À l’aide du Portrait statistique des conventions collectives analysées au Québec en 2006, nous avons validé la fréquence, le sujet ainsi que le niveau de participation syndicale dans les comités conjoints conventionnés en comparant les entreprises dites RSE et non RSE. Il s’est avéré qu’il n’y a pas plus de participation syndicale indiquée dans les conventions collectives d’entreprises RSE que dans celles non RSE. Cependant...

Between decentralisation and centralisation of collective bargaining. The Spanish case

Martin, Antonio (Martin Artiles); Alós, Ramón
Fonte: Universidade Autônoma de Barcelona Publicador: Universidade Autônoma de Barcelona
Tipo: Artigo de Revista Científica Formato: application/pdf; application/pdf
Publicado em //2003 ENG
Relevância na Pesquisa
46.28%
This article examines four aspects of Spanish industrial relations. It examines first the impact of labour reforms on collective bargaining in 1994 and 1997, and second, the socio-economic consequences of collective bargaining, especially as concerns the control of inflation through pay restraint. Third, it examines the changes in the articulation of the bargaining levels, and fourth, it deals with the coverage and legitimacy introduced by the current changes in collective bargaining. The conclusions of this exploration are twofold. On the one hand, legal changes imply a dual process of decentralisation and centralisation in the structure of collective bargaining. Both processes are complementary to a certain extent, but they are also independent of each other. On the other hand, legal changes have resulted in a widening and enrichment of the content of bargaining. This means introducing new clauses in collective agreements. The exchange of security of employment for flexibility in working time and the introduction of a new agenda of qualitative bargaining are the most important ones; Dieser Aufsatz untersucht Spaniens Tarifsystem in Bezug auf (1) die Auswirkungen der arbeitsrechtlichen Reformen auf das System, (2) dessen sozioökonomische Effekte...

The Synergy of the Commons: Learning and Collective Action in One Case Study Community

Clark, Charlotte
Fonte: Universidade Duke Publicador: Universidade Duke
Tipo: Dissertação Formato: 8904662 bytes; application/pdf
Publicado em 13/12/2007 EN_US
Relevância na Pesquisa
46.34%
Formation of voluntary collective action provides a synergy whereby communities can accomplish environmental management improvement. To study this formative process, I asked four research questions:. How does group learning happen and how is it distributed among individuals in a collective?. How does voluntary collective action form, particularly around environmental issues?. What is the relationship between these first two questions?. What themes emerge that might inform communities or environmental managers who wish to promote voluntary collective action in communities?To answer these questions, I conducted a five-year case study of one community during which I observed the teaching and learning process and the formation of voluntary collective action arrangements. Data include over 5000 emails, minutes from 135 community meetings, observations of meetings and community gatherings, documents (bylaws, policies, guidelines, covenants), and 46 personal interviews with community members. I describe the community learning process through four characteristics: a setting in everyday life; a shared and constructed perspective among learners; a context where process is more important than product; and roles that are non-hierarchal and flexible. I propose the term co-facilitated community learning for this learning process...

Collective agreements, wages and restructuring in transition

Magda, Iga; Marsden, David; Moriconi, Simone
Fonte: Centre for Economic Performance, London School of Economics and Political Science Publicador: Centre for Economic Performance, London School of Economics and Political Science
Tipo: Monograph; NonPeerReviewed Formato: application/pdf
Publicado em //2009 EN; EN
Relevância na Pesquisa
46.54%
Using a large matched employer-employee dataset, the authors investigate the relationship between collective agreements, wages and restructuring in transition in three former centrally planned economies (Czech Republic, Hungary and Poland). They adopt a natural experiment approach and capture the restructuring process triggered by the launch of transition by means of cohort effects among firms founded before or at different stages of this process which enable them to control for the heterogeneity of firms in different cohorts. They find that the wage premium associated with different levels of collective agreements depends on restructuring and its timing in the transition. In early-middle transition firms, industry level agreements protect low skilled wages; whereas in late transition ones, firm level agreements increase medium and especially high skilled wages. Some cross country differences emerge in the structure of the wage premium as a result of country specific features of restructuring.

Limiting organisational rights of minority unions: POPCRU v Ledwaba 2013 11 BLLR 1137 (LC)

Cohen,T
Fonte: PER: Potchefstroomse Elektroniese Regsblad Publicador: PER: Potchefstroomse Elektroniese Regsblad
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/01/2014 EN
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36.59%
The Labour Relations Act 66 of 1995 unequivocally promotes the policy choice of majoritarianism, in furtherance of orderly collective bargaining and the democratisation of the workplace. The majoritarian model aims to minimise the proliferation of trade unions in a single workplace and to encourage the system of a representative trade union. Section 18(1) of the Labour Relations Act enables majority unions to enter into collective agreements setting thresholds of representivity for the granting of access, stop-order and trade-union leave rights to minority unions. In furtherance of the majoritarian framework, collective agreements concluded between majority unions and employers can be extended to non-parties to the agreement in terms of section 23(1)(d) of the Labour Relations Act provided specified requirements are satisfied. In Police & Prisons Civil Rights Union v Ledwaba 2013 11 BLLR 1137 (LC) (POPCRU) the Labour Court was required to consider if the collective agreements concluded between the employer and the majority union could be relied upon to prohibit the minority union from securing organisational rights. In so doing, the Labour Court had to reconcile the fundamental principle of freedom of association and the right to fair labour practices (to organise and engage in unfettered collective bargaining) within the context of the majoritarian framework. The Labour Court in POPCRU held that the collective agreement concluded with the majority union must have preference over the organisational rights of minority unions...