Trade union democracy and individualisation: the cases of Denmark and Sweden

Combining central concepts of individualisation and trade union democracy with empirical results from Swedish and mainly Danish surveys, this article analyses how the tendencies towards individualisation in the membership affects union democracy. The analysis indicates that the individualisation affects union democracy negatively. However individualisation is a relative concept.     

Union democracy and the labor-management reporting and disclosure act: An alternative reform proposal

The Labor-Management Reporting and Disclosure Act (LMRDA) of 1959 gives union members certain democratic rights, including a decision-making role in various matters affecting their organizations’ finances. The informed exercise of these rights requires access to meaningful financial data, and the LMRDA mandates disclosure of such information. Recently, the Department of Labor has revised disclosure requirements in order to promote these union democracy objectives. This article provides an analytical framework for examining the adequacy of existing and future disclosure requirements. The analysis reveals weaknesses in the disclosure formats, and proposes a set of alternative reforms. In addition, the article attempts to facilitate the financial analysis of unions by applying standard accounting measures to a selected set of unions’ finances. In so doing, it shows the potential utility of suggested reforms.     

中国特色社会主义工会发展道路与高校工会的工作创新

坚定不移地走中国特色社会主义工会发展道路,深入了解国内外和高校新动态,认真研究学校和教职工的实情,创新工会工作观念,加大工会思想宣传工作力度,创新维护教职工合法权益机制,推动高校民主政治建设,创新工会自身建设机制,开创高校工会工作的新局面。     

党建带工建 工建促党建——南京信息工程大学创新工会工作的实践与探索

本文试图从南京信息工程大学如何切实落实好党建带工建工建促党建出发,阐明新时期创新工会工作对于加强高校党建工作以及构建和谐校园的重要作用。     

企业工会职能建设创新探讨

为了提高服务职工的质量,维护职工群众的切实利益,企业工会需要做好本职工作,创新工作模式。为此,本文从企业职工的民主权利、切身利益、素质、身心健康、基本利益五个方面进行分析和研究,进而为企业工会职能建设奠定基础和提供保证。     

Industrial relations law commentary: the Employment Act 1982—Statutory Sick Pay

In this commentary, the first of two parts, the Employment Act 1982 and the Statutory Sick Pay scheme are described. The second part will assess the significance and likely impact of recent industrial relations legislation.     

Trade integration in the European Union: Openness,interconnectedness, and distance

This article presents a set of indicators to measure regional trade integration, focusing on the case of the European Union. We propose measures of openness, connectedness and integration which are tuned to evaluate not only how these components contribute to the advance of international integration, but also to control for the potential threat posed by the proliferation of regional trade agreements to trade globalization. Although this and related questions have been examined from several perspectives, the present article explicitly attempts to quantify how regional trade agreements either intensify or thwart trade globalization. Results show that the process of trade integration has intensified among European Union members, whereas integration with non-members is advancing slowly. Our indicators provide a more complete view of the differing speeds of integration, which depend on whether the component of integration considered is openness or connectedness.     

立足新起点 把握新使命 积极探索工会工作面临的新课题

工会是共产党带领下工人自发组织的群众团体,所以一定要做好党和政府交给的任务,积极贡献自己的力量。公会应该紧跟社会经济发展的步伐,学着应对工作中环境的变化,重视党和国家以及社会上关注的问题,关心职工群众和企业工会所面对的难题,认真地进行实践探讨,研究解决工会工作中出现的问题。本文就目前工会发展的现状以及面临的新的课题进行了探讨和研究。     

新形势下企业工会工作实效性初探

新形势下企业工会工作必须坚持"促进企业发展,维护职工权益"的原则,围绕企业健康发展、维护职工合法权益来确定工作目标和重点。文章就实际工作中企业工会工作如何找准工作切入点、增强工作实效性、做好"双维护"进行了探讨。     

加强企业基层工会工作的方法和对策

本文阐述了当前企业基层工会工作面临的新情况、新问题,并就如何做好企业基层工会工作谈了自己的看法和认识。     

Union recognition in Britain's offshore oil and gas industry: implications of the Employment Relations Act 1999

The Employment Relations Act 1999 (ERA) has provided trade unions in the UK with new opportunities for achieving recognition. After a long history of anti‐unionism in the offshore oil and gas industry, employers have voluntarily ceded recognition to Trades Union Congress (TUC)‐affiliated trade unions. The legitimacy of this recognition process has been contested by the non‐TUC Offshore Industry Liaison Committee (OILC), an offshore workers’ union, seeking to act as a recognised bargaining agent. The ERA may be promoting ‘business friendly’ agreements at the expense of claims to recognition of other bargaining agents and of democratic employee choice.     

把握关键结合点,切实提高工会工作效能

中国特色社会主义工会发展道路理论体系明确了工会的核心是坚持自觉接受党的领导,根本是坚持社会主义性质,关键是坚持维护职工群众的合法权益。如何在企业中深入践行中国特色社会主义工会发展道路,切实履行工会职责,提高工作效能,完成工会任务,确保职工合法权益得到维护、企业和谐劳动关系得到构建,不断推进企业稳定发展和效益增长,文章从把握"三个关键结合点"进行阐述并提供可借鉴的方法。     

The Trade Union Response to Hrm In the Uk: the Case of the Tgwu

John Fisher has for many years worked closely with the Transport and General Workers’ Union (TGWU) as a specialist tutor. In this article he tracks and explains the significant movement in this union's response to human resource management. At national and workplace level he observes a shift from an ‘oppositional’ stance to a more complex position. This combines a lingering suspicion of HRM with a new recognition of the need for involvement in the HRM process. the article represents the first report of this significant set of moves from a union long-noted for its implacable opposition to human resource management initiatives.     

做好新时期工会工作的几点思考

当今社会是改革发展的重要时刻,随着社会经济的深刻变革,所有制结构、产业结构和职工队伍结构的变化,使得工会的工作任务更加艰巨,工作的环境更加复杂,新的考验、新的形势对工会工作提出了新的更高的要求。     

高校劳动关系转型与工会维权模式创新

和谐的新型高校劳动关系的形成是中国高等教育加快发展的基础.然而,由于维权机制不健全、传统思维定式和工会队伍自身素质等原因,高校工会维权存在着明显的形式主义、行政化倾向和严重的职能缺位、虚化与异化现象,这不利于创造和谐的高等教育软环境.高校工会应在"以教职工为本"、依法维权、科学维权原则的指导下,从完善平等协商机制、健全教代会制度、推进校务公开、建立劳动争议调解委员会入手,创新维权机制.     

新形势下企业工会工作的探索与实践

企业工会是管理者与基层人员沟通的桥梁,在提高企业管理水平、推动企业发展中发挥了关键性作用。当前,企业工会工作存在企业对工会工作的重视程度不足、无法有效发挥工会工作的职能效应以及企业没有全面支持各项工会工作的开展三方面问题。为了确保新形势下企业工会工作能够取得良好的效果,论文提出相关人员需要优化工会工作模式,提升工会工作效果,建立健全的工会工作机制,保证工会工作有序进行,强化企业工会职能,突显工会价值。     

企业文化与工会文化建设的几点思考和探索

企业文化建设是以员工为中心的现代管理。论文从公司的文化建设、工会文化的创新入手,达到提升企业文化水平、提高职工文化素养、实现员工自身与企业形象建设的宏观战略目标,使企业不仅是一个工作场所,更是一个人文团体和文化体系。论文针对建设先进的企业文化、工会文化、职工文化展开分析。     

Trade Union Decline and the Distribution of Wages in the UK: Evidence from Kernel Density Estimation

This paper assesses the impact of changes in union density on the male structure in the UK over the 1980s. Using four separate data sets, we estimate the kernel density of hourly wages for men. Counterfactual densities are then generated to predict how the distribution of wages has changed over time because of the decline in union membership. We find that approximately 20 percent of the increase in the variance of log wages over the period can be attributed to changes in unionisation. The effect is particularly strong in the latter part of the period. We also present disaggregated estimates of the impact of declining unionisation. Our results are robuts across all the data sets we examine and similar results are obtained if union coverage is used rather than union membership.