The New Solidarity? Trade Union Coalition-Building in Five Countries

[Excerpt] The purpose of this chapter is to present a framework for the analysis of union coalition-building and demonstrate its utility using comparative empirical material mainly from the United States, Germany, and the United Kingdom though we also comment on union action in Italy and Spain. In what follows, we seek to define union-coalitions and specify their functions, identify a variety of types of coalition and the variety of factors that encourage unions to forge coalitions. We then set out and seek to explain the variable patterns of coalition use across our five countries. The chapter concludes in speculative vein, by considering the role that coalition building should and could play in the revitalization of national labour movements

Union Voices: Tactics and Tensions in UK Organizing

[Excerpt] This book tells the story of what is, in our view, probably the most significant development in British trade unionism of recent years: the increasing focus on organizing activity. We do this by reflecting on the impact of the UK\u27s Trades Union Congress (TUC) Organising Academy (OA), the participants in the training program, and the organizing campaigns that union organizers have run. We explicitly want to give voice to these union activists who have worked so hard to recruit and organize new union members. Much has already been written in the United Kingdom (often by us) about these developments but what is often lost in short articles or surveys are the stories that organizers have to tell. In an effort to build a base of knowledge from which to start to analyze changes, we have so far tended to focus on publishing the studies that demonstrate general trends and developments. This book seeks to do something slightly different. We draw on those previously published papers where necessary, but here we want to engage with the politics and tensions behind those trends; both on a macro and a micro level. We want to tell the stories of what organizing is like on the front line, what organizers do, and how they do it. The workplace struggles of workers and their unions are at the heart of these stories. But we also want to draw attention to the wider reasons why union organizing is important. As we will argue, one of the things that happened as ideas about organizing migrated from other countries— notably the United States and Australia—to the United Kingdom is that the political conceptualization of why unions are organizing has been underexamined. We want to understand and examine organizing as a political process, and we want to look at the politics within the union but also the wider purpose of organizing, which often varies from context to context

If It\u27s Constitutional, Then What\u27s the Problem?: The Use of Judicial Override in Alabama Death Sentencing

This Note focuses on the history of Alabama‘s death sentencing law as a window into the rationale requiring abrupt change. Part I.A addresses the Supreme Court‘s death penalty jurisprudence following Furman v. Georgia. Part I.B follows with Supreme Court opinions regarding judicial override. Part I.C considers Apprendi v. New Jersey and Ring v. Arizona to demonstrate the increased role of the jury in capital sentencing. Part I.D explores Alabama‘s current state of judicial override through an examination of (1) its statutory scheme, (2) Alabama cases following Ring, (3) Alabama death penalty statistics, and (4) recent public outcry criticizing the system and the responses of state officials. Part II of this note analyzes the Alabama law and proposes changes

A Correlational Study of Teacher Practice versus Belief

The purpose of this research study was to examin the correlation between what kindergarten teachers identified as developmentally appropriate practices in kindergarten classrooms and what is included in their actual daily classroom practices. This quantitative research used a correlational research design to investigate the strength of the relationship between what teachers identied as their beliefs in developmentally appropriate practices for early childhood education and their self-reported use of developmentally appropriate practices within their own classrooms. The population included kindergarten teachers who currently teach in the northeastern counties of Pennsylvania. The participants completed an online survey developed for teachers of kindergarten children that identified Developmentally Appropriate Practices (DAP) as presented in the revised 1997 National Association for the Educators of Young Children (NAEYC) guidelines. The teacher belief scores and the teacher practices scores identified the strength of the relationship between teacher beliefs in DAP and actual daily uses of DAP in their kindergarten classrooms. Results indicated that there was a significant weak positive relationship between teachers’ beliefs in the use of DAP and their actual daily uses of DAP in their kindgergarten classrooms. A second analysis compared teachers’ years of experience to their reported practices to determine whether or not their years of experience predicted their actual daily uses of DAP in their kindergarten classrooms. Results indicated that there was a significant strong positive relationship between teachers’ years of experience in kindergarten and their actual daily classroom use of developmentally appropriate practices

Contemporary employer interest representation in the United Kingdom

Focussing on employers’ organisations in the United Kingdom, this article contributes to the literature on employer interest representation by advancing three interrelated arguments, which reflect how the methods, structure and interests of employer representation have evolved. First, the primary method of collective interest representation has shifted from collective bargaining, nowadays only pursued by a minority of employers’ organisations, to political representation, now the most frequent form of collective interest representation. Second, the structure of employer interest representation has evolved and is fragmented between a small number of large, general employers’ organisations, a large majority of sectoral employers’ organisations, regional interest representation in the devolved nations, which has become more important, and a new type of employer body, the employer forum, which focusses on corporate social responsibility. Third, the shift in collective interest representation is complemented by a broadening of individual interest representation, with employers’ organisations having developed a wide range of services

Workplace conflict resolution in Wales: the unexpected prevalence of alternative dispute resolution

Alternative dispute resolution (ADR) practices are increasingly being viewed as an improved way of resolving workplace conflict. Much of the empirical literature focuses on the spread of ADR amongst US organizations with little evidence of such approaches having crossed the Atlantic. This article presents new survey evidence that examines the extent to which ADR has been adopted as a strategy to resolve different forms of conflict by Welsh firms in the UK. The factors that impact upon the diffusion of ADR are also analysed. The article finds that in contrast to earlier research, ADR is widespread amongst Welsh firms, irrespective of how broadly ADR is defined. The presence of institutional actors such as specialist HR managers and recognized trade unions are found to be positively associated with more private forms of ADR

The decline of Employers' Associations in the UK, 1976 to 2014

This article examines the collective, member-based employers’ associations in the UK that regulate the employment relationship by participating in collective bargaining. The main empirical contribution is to provide, for the first time, a longitudinal dataset of employers’ associations in the UK. We use archival data from the UK Government’s Certification Office to build a new dataset, identifying a decline of 81% in the number of employers’ associations between 1976 and 2013–2014. We also find that political agency and reducing levels of collective bargaining undermined employers’ associations by reducing employers’ incentives to associate, although changes within the UK’s system of employment relations enabled other types of collective employer organisation to survive

A typology of employers' organisations in the United Kingdom

This article examines employers' organisations in the United Kingdom, drawing upon 70 interviews and a new dataset encompassing 447 employers’ organisations. The article's contribution is to develop a new typology of employers’ organisations capturing their organisational change in the wake of the decline of collective bargaining. It does this by drawing on a conceptualisation of employers’ organisations as intermediary organisations before identifying four organisational types: lobbying; service; negotiating, and; standard-setting employers’ organizations. The article also identifies and discusses factors that underlie this pattern of differentiation