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E-book Pathways in Decentralised Collective Bargaining in Europe

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Penilaian

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One of the main trends in labour relations across Europe – started already in the 1980s – is “decentralisation” in collective bargaining at the company level. This involves a shift from multi-employer bargaining to single-employer bargaining with trade unions or other workers representatives (Marginson, 2015; oecd, 2018; Traxler, 1995; Visser, 2016). This development continued in the last decade, following the Great Recession, sometimes supported by governments in European Union member states, to deregulate wages and enhance labour market f lexibility in the 2010s. At that time, there were voices, also within the European Commission, that aimed to (further) decentralisation as an instrument to reduce rigidities in labour regulations and the wage-setting power of trade unions (Müller & Platzer, 2020; European Commission, 2012).In the f ield of industrial relations, “decentralisation” is a buzzword that has a plethora of def initions and meanings at several levels. It can refer to less state intervention in the regulation of terms and conditions of employment and less state support in collective bargaining in sectors and companies. It can also refer to less social dialogue and less coordination by peak-level employers’ associations and trade unions at the national level. This book focuses on the decentralisation of collective bargaining from the national/cross-sectoral and/or sectoral level to the individual company level (although, as we will show, the state and national social dialogue also play a role in this process). Recent literature lends nuance to the trend of decentralisation by showing variations in national developments regarding the initiating actors and the intensity and patterns of decentralisation processes and the different factors that account for national differences (Leonardi & Pedersini, 2018; Müller, Vandaele & Waddington, 2019). In some countries, decentralisation is initiated by governments or by employers seeking to make trade union negotiations and collective agreements more responsive to the needs and conditions of individual companies. This can be done through deregulation or by breaking down traditional structures in collective bargaining. Or this can be done by setting new rules for “tailor-made” dialogue, negotiations, and agreements at decentralised levels. Besides this divide between disorganised and organised decentralisation (Traxler, 1995), there is a third development going on. In the last few years, a great deal of bottom-up social dialogue has been initiated on issues like human resource management, social security, and the impacts of the “green transition” and covid-19 on companies and labour. Types and degrees of decentralisation processes are the results of the organisational power resources and strategies of the collective bargaining parties at several levels in the context of sometimes eroded or renewed institutions in collective bargaining regimes.

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Ketersediaan

Informasi Detail

Judul Seri

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No. Panggil

331.8 TRO p

Penerbit

Amsterdam : Amsterdam University Press B.V., 2023

Deskripsi Fisik

248 hlm

Bahasa

English

ISBN/ISSN

9789048560240

Klasifikasi

331.8

Tipe Isi

text

Tipe Media

computer

Tipe Pembawa

online resource

Edisi

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Subjek

Labor Union

Info Detail Spesifik

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Pernyataan Tanggungjawab

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Versi lain/terkait

Lampiran Berkas

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