The evolution of national social dialogue in Europe under the single market, 1992-2006

This paper examines the evolution of national social dialogue (bipartite wage bargaining) across European countries. Several commentators in the 1990s expected the dismantling of national social dialogue institutions. Following the liberalisation of markets, intensification of competition, and declining union power, bargaining structures were supposed to converge to the Anglo-Saxon model of decentralised bargaining. The paper seeks to gauge the plausibility of the ‘decentralization thesis’ using novel indicators of collective bargaining centralization across the EU15. It is shown that despite the changes in product markets, flexible working, and declining union density, a generalized decentralization of bargaining did not occur. Instead, in many European cases there is a counter-trend of centralization, which casts doubt to the decentralization thesis

Collective bargaining centralisation against all odds? The Italian telecommunications industry after market liberalization

The widespread trends towards markets liberalisation, decline in trade union power, and flexible work organization were expected to push collective bargaining institutions to converge to a decentralised bargaining structure. This crude version of the neoliberal convergence thesis, however, was not borne out. Instead, change in employment relations has been more nuanced than initially thought. This paper explores the conditions under which centralisation of bargaining is possible, even in a more competitive environment with pressures for greater flexibility. It draws on case study evidence from the Italian telecommunications industry, tracing back the process of liberalisation since the early 1990s. It is shown how the strategies and the coalitions between organised labour, business and the state explain in large part this path of institutional change

Recent Developments in Employment Relations in the Philippines

We seek to describe recent developments in employment relations in the Philippines, placing these developments in the contexts of the distinctive elements of the Philippine social/political/industrial relations systems as well as the ongoing trade-based and functional integration of international markets and the recent regional economic crisis. We find that, while some firms are pursuing functional flexibility and more cooperative employment relations, the logic of competition has primarily induced firms to adopt practices that promote numerical flexibility such that a core-periphery workforce is created. We argue that the labor movement in the Philippines has been hampered in its efforts to effectively counter employer strategies by its low density, its fragmentation, and an unfavorable public policy environment; Philippine labor unions have, however, made some recent gains in organizing and inter-union coordination. We also argue that governments, both national and regional, have not done enough to counteract the negative effects of market integration on workers nor to evolve the Philippines into a higher value-added exporter

Globalization

[Excerpt] While the chapters in the previous section examined employment relations in different national contexts, in this chapter we focus on employment relations in the international or global context. We begin by outlining different perspectives on globalization and examine how globalization has evolved over time. Based on this discussion, we provide a definition of globalization which best accounts for contemporary patterns of global interdependence. We then provide a brief overview of the arguments for and against globalization and discuss the implications that economic globalization presents for employment relations

THE ROLE OF CROSS-CLASS ALLIANCES AND ELITES IN COORDINATED EMPLOYMENT RELATIONS IN DENMARK. CES Open Forum Series 2018-2019, September 4, 2018

Explanations for coordination between labor and capital in Northern Europe continue to cause debate among scholars of comparative political economy. On one hand, power resource scholars argue that strong trade unions promoting equality are necessary for coordination. On the other hand, employer-centered theories argue that employers are the primary actors in promoting coordination due to the comparative advantages stemming from coordination. To inform this debate, we study the case of Denmark by combining a unique database of 5.000 elite affiliations with 80 stakeholder interviews spanning a decade. We argue that trade union power resources are necessary for coordination. However, only when certain segments of labor can forge powerful alliances with key employers for the economy will coordination persist. The network analysis identifies a powerful cross-class alliance between trade unions and employer associations in manufacturing. Interviews with stakeholders show that coordination in industrial relations and related institutional spheres such as education and industrial policies serves this alliance’s interests in safeguarding international competitiveness of manufacturing. However, intra-class allegiances ensure that the alliance constantly has to consider the interests of outsider organizations

Wage bargaining and the boundaries of the multinational firm

Do variations in labor market institutions across countries affect the cross-border organization of the firm? Using firm-level data on multinationals located in France, we show that firms are more likely to outsource the production of intermediate inputs to external suppliers when importing from countries with empowered unions. Moreover, this effect is stronger for firms operating in capital-intensive industries. We propose a theoretical mechanism that rationalizes these findings. The fragmentation of the value chain weakens the union's bargaining position, by limiting the amount of revenues that are subject to union extraction. The outsourcing strategy reduces the share of surplus that is appropriated by the union, which enhances the firm's incentives to invest. Since investment creates relatively more value in capital-intensive industries, increases in union power are more likely to be conducive to outsourcing in those industries. Overall, our findings suggest that multinational firms use their organizational structure strategically when sourcing intermediate inputs from unionized markets

A Social Dimension for Transatlantic Economic Relations

Transatlantic Economic Relations (TER) was neglected by politi¬cians for much of the twentieth century as international security issues took priority. Since the end of the Cold War, however, and as economic issues have come to prominence TER has assumed increasing importance and yet is largely overlooked in academic discussion. This report places TER in its historical context and demonstrates how the political agenda and institutional setup are both largely dysfunctional. Viewed through the prism of industrial relations and drawing on some real life examples from both sides of the Atlantic, it argues that the social dimension is a challenge central to the future development of the relationship and proposes institutional innovations which could also be replicated in other areas: for instance in support of environmental concerns. Presenting some guiding principles for transatlantic trade, this paper recommends the creation of a new secretariat to act as a permanent contact point and providing a variety of practical functions essential to making TER work

Gender (in)equality, globalization and governance

This document is part of a digital collection provided by the Martin P. Catherwood Library, ILR School, Cornell University, pertaining to the effects of globalization on the workplace worldwide. Special emphasis is placed on labor rights, working conditions, labor market changes, and union organizing.ILO_Gender_in_equalityGlobalizationandGovernance.pdf: 768 downloads, before Oct. 1, 2020

Subject: Wages, Salaries, and Employee Compensation

Compiled by Susan LaCette.Wages.pdf: 7005 downloads, before Oct. 1, 2020