New pay drives hard bargaining
Article Abstract:
A survey of 128 employers covering 244 employee groups indicates that there are ways to use collective bargaining practices for non-collective pay reviews. The assumption that this is not possible has made trade unions oppose non-collective pay examinations and prompted employers to avoid unions for pay negotiations. 60% of respondents indicated that the unions role had not reduced despite changes in pay systems. Individual pay reviews happen more often with the management levels and with white collar workers. Across-the-board pay rises are the most common form of collective bargaining pay reviews.
Publication Name: IRS Employment Trends
Subject: Human resources and labor relations
ISSN: 1358-2216
Year: 1997
User Contributions:
Comment about this article or add new information about this topic:
Single-table bargaining: an idea whose time has not yet come?
Article Abstract:
A survey of collective bargaining arrangements in 69 organizations indicates that while only 25% currently use single-table bargaining (STB), 40% are contemplating the introduction of STB. The management suggested the introduction of STB in many of the cases where it is currently used although the support of the related unions was important. STB helps in working out changes that impact the entire work force and makes it easier to provide equitable terms and conditions for various employee groups. STB invariably excludes senior management and makes minority representation difficult.
Publication Name: IRS Employment Trends
Subject: Human resources and labor relations
ISSN: 1358-2216
Year: 1995
User Contributions:
Comment about this article or add new information about this topic:
Decentralisation in theory and practice: a review of the issues
Article Abstract:
UK pay determinations and collective bargaining have been affected by a shift towards decentralization. Decentralization happens when companies take control of pay determination instead of accepting an industry-wide agreement, or when local managers begin to handle human resources and industrial relations at the level of individual business units. The actual results of this trend are mixed. Unions generally oppose decentralization. However, in many cases, the pay-levels achieved have been similar to levels achieved through traditional collective bargaining.
Publication Name: IRS Employment Trends
Subject: Human resources and labor relations
ISSN: 1358-2216
Year: 1995
User Contributions:
Comment about this article or add new information about this topic:
- Abstracts: ENDA promises to ban employment discrimination for gays. Out of the closet
- Abstracts: The impact of organizational climate and strategic fit on firm performance. The contribution of core employees to organizational capabilities and efficiency
- Abstracts: Report on undeclared work. Deviation from collective agreements
- Abstracts: An exploratory study of organizational flexibility in Malaysia: a research note. Fostering product innovation in industry networks: the mediating role of knowledge integration
- Abstracts: Positive reinforcement: Misunderstood and misused. Leadership in writing: Best practices and worst mistakes. Moving online: How to make your web dream a reality