Making things stick: enforcement and compliance

Environmental rules and regulations are only useful insofaras firms can be persuaded to comply with them in full or inpart. We survey the rapidly growing literature on the enforcementaspects of environmental policy. The difficulties facing anyregulatory agency are likely to be exacerbated by informationproblems, penalty constraints, and the evasion efforts of firms,and we emphasize the role that recent innovative approachesto implementation can play in bolstering more traditional enforcementinstruments.     

Recruiting and organising migrant workers through education and training: a comparison of Community and the GMB

A number of British trade unions have developed initiatives to facilitate migrant workers' access to English‐language tuition. This article focuses on the efforts of two trade unions and explores the ways in which they have supported migrant workers and the extent and effectiveness of their attempts to link education to their recruitment and organising activities.     

Optimal taxation of flow pollutants when firms may also inflict catastrophic environmental damage

In many industries firms affect the environment in two distinct types of ways. Firstly they emit routine, anticipated volumes of “flow pollutants”, secondly they can potentially inflict catastrophic environmental damage, liability for which may be overhanging or limited by the law. Operaters of chemical plants, nuclear power stations and oil tankers are three examples. If an emissions tax or charge is to be levied on the flow pollutants in these cases how should it be set? We use simple dynamic-programming techniques to characterise second-best optimality. We identify contexts in which the tax should be raised above its Pigovian level to take account of the catastrophic potential, and others where it should be set below that level. The analysis has significant implications for how policymakers should go about calibrating “ecological taxes” in a number of high profile industries.     

Bargaining for Skills: Trade Unions and Training at the Workplace

Training and development have featured as key issues on the 'new bargaining agenda' outlined by the TUC. Although evidence suggests that union successes in achieving a role in training decisions at the workplace have thus far been limited, few studies have sought to examine the impact of union involvement on training outcomes. Drawing on a survey of members and representatives from the Manufacturing Science and Finance union, this paper demonstrates that union involvement in training decisions is associated with relatively superior training activities and outcomes at the workplace.     

Mobilising resources for union learning: a strategy for revitalisation?

This article examines attempts by UNISON to embed a culture of learning within the workplace. The analysis, which is rooted in resource‐based mobilisation theory, shows how UNISON was able to draw on the Union Learning Fund to create new resources in the form of project workers. These project workers subsequently played a vital role in building support for learning at regional and branch levels. The article also examines ways in which UNISON activists were able to progress the learning agenda through proactive engagement with ‘opportunity structures’.     

Flexibility,labour retention and productivity in the EU

Abstract

This paper examines the relationship between internal flexibility, the employment of fixed-term contract workers and productivity in 27 European Union countries. Drawing on European Company Survey data, the paper assesses whether establishments that employ on a fixed-term basis experience higher productivity than their competitors and stronger labour productivity improvements over time. These issues are of importance, given the recent weakness of productivity growth in many EU member countries, the steps that governments have taken to relax rules relating to the employment of fixed-term workers and the emphasis placed on contractual flexibility within the European Commission’s flexicurity agenda. The paper finds that establishments that do not use fixed-term contracts enjoy productivity advantages over those that do. Establishments that employ on a fixed-term basis but retain workers once their fixed-term contract has expired perform better than those that do not retain workers. The findings also show that establishments that pursue internal flexibility report both higher productivity than competitors and productivity increases over time. In addition, they are more likely to retain workers who have reached the end of a fixed-term contract.