Decentralised bargaining of working time in the German automotive industry

Haipeter, Thomas; Lehndorff, Steffen

doi:10.1111/j.1468-2338.2005.00350.x

Cited by 21 publications

(36 citation statements)

References 6 publications

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“…Even if there may be a spectre of 'internal erosion' involving a shift of regulation from industrial to company level, as has occurred in Germany (Haipeter and Lehndorff, 2005), large-scale 'external erosion' (declining union membership) is unlikely in the Nordic countries. Furthermore, though the erosion of Modell Deutschland has been associated with works council representatives agreeing concessions which contravene collective agreements (Whittall, 2005), the presumption in the Nordic context is the enduring involvement of union representatives in both collective bargaining and codetermination processes.…”

Section: Workplace Bargaining In Finlandmentioning

confidence: 94%

“…Haipeter and Lehndorff (2005) have also investigated whether German works councils have become agents of the erosion of the industrial relations system, with the evident shift of regulatory competences from industry to the workplace level. Are Nordic codetermination committees, arising from cooperation within undertakings, up to their task in this competence shift?…”

Section: Introductionmentioning

confidence: 99%

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Local bargaining and codetermination: Finnish experience in comparative perspective

Сиппола

2012

European Journal of Industrial Relations

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The decentralization of collective bargaining raises important issues, especially in the Nordic countries, where collective bargaining is centralized at industry level. These countries also have a 'single channel' of representation through trade union structures at both national and workplace levels, in contrast to much of Europe where there is a formal separation between works councils (as bodies for consultation and codetermination) and trade unions (as bodies for collective bargaining). This article reports research findings from Finland, where strong union branches have better capabilities in conducting the simultaneous tasks. If unions cannot actively develop the agenda for local bargaining, further experimentation in joint consultation can be expected, and this will provide a real test for the authority of local unions. The findings have broader implications for Nordic industrial relations.

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Section: Workplace Bargaining In Finlandmentioning

confidence: 94%

Section: Introductionmentioning

confidence: 99%

Local bargaining and codetermination: Finnish experience in comparative perspective

Сиппола

2012

European Journal of Industrial Relations

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“…To take Germany again as an example, two-thirds of companies apply some form of working-time flexibility beyond overtime, and two-thirds of them have introduced these working-time forms since the mid-1990s (employers survey, see Haipeter and Lehndorff 2005).…”

Section: Second Challenge: Irregularity and Flexibility Of Working Hoursmentioning

confidence: 99%

Flexibility and Control: New Challenges for Working-Time Policy in the European Union

Lehndorff

2007

Labour & Industry: a journal of the social and economic rel

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This article gives a brief overview of recent working-time trends across European Union (EU) countries and the challenges for the working-time policy of the trade unions. The account highlights the growing difficulties of trade unions in many EU countries in maintaining their organisational strength, the interaction between these difficulties and the changing systems of collective bargaining around working-time, and the changes in both the duration and the structures of working time in terms of differentiation and flexibilisation. The latter add to the challenges faced by the unions, as more workplace-focused approaches to the representation of workers' working-time interests are required. A final consideration is given to the links between working time and the welfare state, which provides the most effective 'indirect' working-time regulation for women.The main conclusion from the overview is that future working-time policies of trade unions in most EU countries will have to be simultaneously more workplacefocused and more 'political'.

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“…It has the particular characteristic of fitting working hours to needs without the need for lay-offs or hiring. The WTAs modality is being increasingly used in some countries because it allows staff stability to be combined with flexible use of working times by companies (Haipeter and Lehndorff, 2005).…”

Section: Definition Of the Wtas And Handf Modalitiesmentioning

confidence: 99%