Documents shop steward 100 results

"Union facility time is vital if union reps are to support their members effectively. But it has faced consistent government attack over the past seven years. The Trade Union Act 2016 contains even more restrictions, albeit currently targeting only public sector facility time. This fully updated booklet explains the legal rights of each category of workplace rep, with cases and examples throughout, as well as the new legal reporting duties placed on public sector employers. It includes best practice examples of negotiated agreements and illustrates some of the practical steps being taken by unions and their reps to best protect these rights, now and for the future"

"A partir de 2017, la présence des femmes dans les instances représentatives du personnel (IRP) devra être proportionnelle à leur part dans l'électorat. Ce qui implique de créer des conditions plus favorables à leur participation à ces instances.La loi du 17 août 2015 relative au dialogue social et à l'emploi, dite "loi Rebsamen", contient une mesure qui a peu fait parler d'elle lors des débats parlementaires mais qui aura un effet important sur les représentants du personnel (RP), nécessitant de s'y préparer. L'article 7 de la loi stipule en effet que, à partir du 1er janvier 2017, la part des femmes parmi les candidats aux élections professionnelles devra être proportionnelle à leur part dans l'électorat. Cette proportionnalité se double d'une obligation d'ordre : les listes seront composées "alternativement d'un candidat de chaque sexe jusqu'à épuisement des candidats d'un des sexes". ..."

"This article examines co-determination in the collective participation system in Denmark among semi-professional shop stewards and health and safety representatives in the private and the public sector. Union strategies for democratization of working life and economic democracy are no longer progressing as in the 1970s, and co-determination seems to be on the defensive, challenged by new forms of employer strategies, New Public Management principles and the neoliberal strategy for individualization. These developments call for a reappraisal of the capability of the system to secure influence and participation in decision-making. The main findings, based on comprehensive empirical investigations, are three-fold. First, a connection between new employer strategies and the level of influence and co-determination is recorded. Generally, the representatives find it harder to maintain co-determination in a change-intensive workplace context especially with regard to tactical and strategic decisions. Second, visions for democratization exist among the majority of the representatives, who wish to strengthen co-determination institutionally and at the strategic level. The obstacles call for new institutional rights of co-determination in the central cooperation agreement. Third, a broader upgrade of analytical skills is required to develop abilities to analyse and anticipate developments, to decode management strategies and see opportunities of change in the institution – a sort of politico-sociological imagination to make it possible to grasp the surrounding world's signals as well as the opportunities to approach agenda-setting more proactively."

"The phenomenon of workplace partnership has attracted significant academic interest. This article uses case study evidence from a traditional heavy engineering MNC context to examine how the pursuit of collaborative strategies affected the roles of a multi-layered, mature community of trade union shop stewards. The analytical lens of legitimacy is used to provide insight into the contrasting experiences of senior and sectional stewards – a hitherto overlooked area. This study suggests limitations at one level of representation may be offset by advances at another and thus aids understanding of the conditions underpinning the impact of partnership."