The Statutory Union Recognition Procedure in the Employment Relations Bill: A Comparative Analysis

Wood, Stephen; Goddard, John Gabriel

doi:10.1111/1467-8543.00125

Cited by 61 publications

(57 citation statements)

References 7 publications

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“…However, it cannot be assumed that regulation-driven systems of employee information and consultation will result in a realignment of decision-making power. For example, union certification legislation in the US (Logan, 2001), the UK (Wood and Godard, 1999;Gall, 2004) and in Ireland (D'Art and Turner, 2005) has led some employers to thwart union recognition. As D' Art and Turner (2005:135) argue in the Irish context, the legitimacy accorded to non-unionism encourages employers to resist unionisation while remaining 'free rider' recipients of national partnership agreements.…”

Section: Introductionmentioning

confidence: 99%

Conceptualising the dynamics of employee information and consultation: evidence from the Republic of Ireland

Dundon

Curran

Ryan

et al. 2006

Industrial Relations J

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The debate concerning the emerging regulatory environment for employee voice continues apace, in particular the requirements to inform and consult employees as a result of the European Employee Information and Consultation Directive. This article examines the processes used to inform and consult employees across 15 case studies in the Republic of Ireland. It evaluates different voice arrangements using a conceptual framework that seeks to capture the dynamics of different employee voice schemes across union and non-union companies. The findings suggest that participation is more robust when the channels for information and consultation accommodate both conflictual and cooperative processes. It is shown that robust forms of participation are more likely through processes which facilitate independent representation. The evidence also shows that some employers may devise their own counterbalancing forms of (pseudo) consultation, in an attempt to minimise the impact of regulatory rights for employee voice.

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Section: Introductionmentioning

confidence: 99%

Conceptualising the dynamics of employee information and consultation: evidence from the Republic of Ireland

Dundon

Curran

Ryan

et al. 2006

Industrial Relations J

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“…There was more evidence of unions recruiting members prior to seeking recognition than after, and thereby building a position of strength rather than 'organizing the employer'. Other studies report similar findings (Gall and McKay 2000;TUC 2001;Wood et al 2001). High initial levels of membership were felt to be important because there was considerable variation in the warmth or hostility of employer responses to recognition requests.…”

Section: Trade Union Responses To the Eramentioning

confidence: 70%

“…Some writers anticipate that problems encountered by US unions stemming from employer anti-unionism may occur in the British context (Adams 1999;Gall and McKay 2001;Smith and Morton 2001;Towers 1999;Wood and Godard 1999). They point to the potential growth in popularity of US non-union and anti-union management practices among British managers, and highlight strategies available to employers who wish to avoid recognition or reduce its effects, such as gerrymandering bargaining units or concluding pre-emptive agreements with malleable unions.…”

Section: Introductionmentioning

confidence: 99%

Initial Responses to the Statutory Recognition Provisions of the Employment Relations Act 1999

Oxenbridge

Brown

Deakin

et al. 2003

Brit J Industrial Rel

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We report how trade unions and employers initially reacted to the introduction of the statutory recognition procedure in the Employment Relations Act 1999 (ERA). Interview data indicate that the ERA and the drift of EU influence have acted to shift employer attitudes towards greater approval of unions and have accelerated the rate at which employers are redesigning their relationships with unions. Although they are restricting unions' influence over traditional issues such as pay-setting, employers are increasingly seeking their assistance in implementing organizational changes. We explore the impact of these developments on union activity and on collective representation more broadly. Copyright Blackwell Publishing Ltd/London School of Economics 2003..

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“…The stated aim of this provision was to encourage voluntary recognitions (Wood and Goddard, 1999;Oxenbridge et al, 2003;Blanden et al, 2006). An o¢ cial Government review (DTI, 2003) has also been detected in survey data (Blanden et al, 2006) and it is likely to be one of the factors behind the end of the historically decreasing trend in union recognition in …rms with more than 25 employees recorded in the 2004 wave of WERS (Kersley et al, 2005), the survey used in this paper.…”

mentioning

confidence: 99%

Union threat and non-union employment: A natural experiment on the use of temporary employment in British firms

Salvatori

2012

Labour Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu This paper presents the first empirical evidence on the effect of the threat of unionisation on the use of a predominantly non-union type of employment, i.e. temporary employment. The identification strategy exploits an exogenous variation in union threat induced in the UK by new legislation enabling unions to obtain recognition even against the will of the management. The analysis finds no evidence of an effect on the probability that a firm employs fixed-term workers, and some weak evidence of a negative effect on the probability of using agency workers. Overall, therefore, there is no support for the hypothesis that firms under the threat of unionisation are more likely to use this type of non-union employment. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S NON-TECHNICAL SUMMARYThere is substantial evidence that temporary workers are less likely to join a union than permanent workers. A firm that aims at forestalling unionisation might therefore be more prone to hire workers on temporary contracts. This paper looks at what happened in the UK when new legislation enabled unions in some firms to obtain recognition even against the will of the management. Did the firms which became exposed to this "threat of unionisation" react by hiring temporary workers? The data show no evidence of that.JEL Classification: J51

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The Statutory Union Recognition Procedure in the Employment Relations Bill: A Comparative Analysis

Cited by 61 publications

References 7 publications

Conceptualising the dynamics of employee information and consultation: evidence from the Republic of Ireland

Conceptualising the dynamics of employee information and consultation: evidence from the Republic of Ireland

Initial Responses to the Statutory Recognition Provisions of the Employment Relations Act 1999

Union threat and non-union employment: A natural experiment on the use of temporary employment in British firms

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