Title: NHL and crisis Objectives: The goal of this diploma thesis is to analyze crisis of the National Hockey League and to make the economic forecast of the league and chosen clubs. Other goals are to introduce the league, its game system and the way of leading. Then to make an analysis of each crisis which the NHL went through during its history and to identify their causes. Methods: A qualitative and quantitative research, concretely descriptive analysis and the linear regression, which was made by the Microsoft Excel programme and its function TREND, were used in this thesis. Descriptive analysis was used for introduction of the National Hockey League and for definition of the main terms about the topic. The Microsoft function TREND was used for the forecast of the NHL and NHL team's economic situation. Results: Result of this diploma thesis is a summary of the most important terms and facts about the National Hockey League. Also a summary of the NHL crisis and an identification of their reasons. The main reason is that the team owners have completely different interests than the players, which can result to the lockout. The lockouts harm the richest teams and help the poorer ones, sometimes it can even solve them from bankruptcy. The biggest problem has been the high level of player's salary....

Diese Arbeit ist als Übersicht der Wege der Lösungen der arbeitsrechtlichen Beziehungen mit dem Fokus überwiegend auf die kollektiven arbeitsrechtlichen Streitigkeiten konzipiert. Die Arbeit teilt sich auf drei Hauptabschnitte: die tschechische Gesetzgebung, die deutsche Gesetzgebung und dann ihren Vergleich. Ein unbeträchtlicher Teil der Arbeit verfolgt den Vergleich der Gerichtsbarkeit in Arbeitssachen, wo die tschechische Agenda im Rahmen der allgemeinen Gerichte gelöst wird und die deutsche das Institut der Arbeitsgerichte benützt. Das Kapitel des Vergleichs beginnt mit einer tabellarischen Übersicht des Verfahrens. Erwähnt ist auch die Effektivität beider rechtlichen Ausgestaltungen. Unwesentlich sind die alternativen Wege der Lösung arbeitsrechtlicher Streitigkeiten erwähnt, und zwar mit dem Vergleich der Schlichtung und der Mediation. Das Hauptthema sind die aus den kollektiven arbeitsrechtlichen Beziehungen entstandenen Streitigkeiten, insbesondere aus den kollektiven Verhandlungen in der Tschechischen Republik und aus den Tarifverhandlungen in Deutschland im Rahmen der Abschließungen der kollektiven (und in Deutschland der Tarif-) Verträge. Der wichtige Ausdruck dieser Beziehungen ist unter anderem die spezifische Weise der Durchsetzung der kollektiven Interessen, und zwar mithilfe der...

VEJSADA, Daniel. Collective bargaining. Praha, 2012. Diplomová práce. Univerzita Karlova v Praze, Právnická fakulta. Vedoucí práce doc., JUDr. Jan Pichrt, Ph.D. The aim of the thesis is mainly to highlight the level of coverage by collective agreements in the CR and to analyze the impact of collective bargaining for employees and employers using available statistical data. By the evaluation of the processes of collective bargaining and focusing on its individual institutes I am looking for the perfect method of handling the collective bargaining so as to be beneficial for both parties involved, and try to present the method how the modern trade union should work in its interaction with the employer, different from the common practice of today's trade unions. I also point out the need for proper analysis of the situation prior to collective bargaining and the method of selecting strategy for negotiations. I chose the topic based on my personal experience with the representation of employees and involvement in the collective bargaining and also on the experience of participation in the EWC.

D.Com. (Industrial Psychology) / The primary purpose of this study was to determine various perceptions of a group of Black industrial workers regarding group conflict which arises between management and the workers. A second objective was to establish whether any differences exist between ,the perceptions of this group and those of a similar White group. "Conflict" as a phenomenon was introduced and 'collective bargaining' as a means of resolving labour-management conflict was reviewed. This required examining the history of negotiation and its development from biblical times, the Black man's traditional method of negotiation, and the Black workers' involvement in, the trade union movement in South Africa to-day. A study of the relevant literature revealed various approaches to industrial relations, and frames of reference, and it became clear that a person's approach would largely he determined by the frame of reference adopted. The most popular frame of reference in Western industrialized countries appears to he the pluralist perspective which views conflict as' a natural outcome of human interaction. As such it is found in all labour-management interaction t and has been institutionalized through the process of collective bargaining. The sample used in the study consisted of 1124 Black and 201 White industrial workers employed in East London. The instrument used was a questionnaire designed to measure the attitudes of the two groups on various aspects of collective bargaining...

This dissertation is presented within the doctoral study on the Charles University in Prague, Faculty of Law. The presented dissertation addresses the issue of the status and activity of trade unions in labour relations. The dissertation deals with the conditions for legal foundation and creation of trade unions, the conditions for their operation at an employer, their organisational structure, the conditions for the dissolution and disbanding of trade unions. The dissertation is also devoted on the questions of plurality of trade unions, as well as the questions of jurisdiction and powers of trade unions in labour relations, focusing on the right of collective bargaining and the right to conclude collective agreements. The dissertation also deals with the collective labour disputes and the various methods of their resolving, focusing on the right to strike as an extreme means for resolving a collective dispute. The presented dissertation also deals with certain issues related to the status of members of trade union bodies (union officials), with the status of labour organisations in the period from the founding of an independent Czechoslovak state in 1918 up until 1989 and an outline of developments in the trade union movement after 1989 and also looks into the right to strike in selected countries of the...

O presente estudo enfoca o tema da negociação coletiva de trabalho no serviço público, afirmando a necessidade de sua efetivação no Brasil. Efetua-se a explanação sobre os conflitos coletivos de trabalho e as dificuldades de trilhar caminhos mais democráticos para a solução desses conflitos, que se prolongam, com prejuízo para a administração, os servidores públicos e principalmente para os cidadãos. Examina-se a resistência à adoção da negociação coletiva no setor público, em solo pátrio, propiciada pela construção dogmática e elaboração jurisprudencial de que a supremacia do interesse público e a obediência ao princípio da legalidade conflitam com o procedimento democrático da negociação. Enfoca-se o debate jurídico mais recente, com as alterações trazidas pela Emenda Constitucional n. 45/2004. Cuida-se da negociação coletiva como direito fundamental no trabalho, discorre-se sobre o papel do Estado na sua sustentação e na tutela da liberdade sindical, com foco nas normas internacionais vigentes, e explana-se sobre os princípios intrínsecos à negociação coletiva em geral, constantes da doutrina estrangeira e nacional. Trata-se da negociação coletiva de trabalho no serviço público, da evolução legislativa e sua efetivação em outros países, com destaque para as experiências jurídicas italiana e espanhola. Expõe-se sobre o enfoque doutrinário e legal vigente no Brasil, inclusive no tocante à greve, e ressaltam-se os exemplos nacionais de concretização da negociação coletiva no setor público, consolidadas legalmente. Demonstram-se as condições para sua efetivação, sem deixar de observar as exigências constitucionais. Por fim, trata-se do Sistema Permanente de Negociação Coletiva, já efetivado, e da intersecção de interesses de governantes, servidores, sindicatos e usuários dos serviços públicos, com vistas à garantia ao exercício da cidadania. / This study focuses on the labor collective bargaining in the public service, affirming the necessity of this implementation in Brazil. The collective labor conflicts and the tough task to start a new democratic proactive approach about them are explained once the disagreements bring troubles to the public administration, to the staff and to all citizens. The unwillingness to launch a public service collective argaining is analyzed, in the native ground, as it comes from the judicial dogmatic belief that the public well fare supremacy and the abiding by the law rules do not go together with the democratic bargaining process. Up to date political discussing and the new changes brought by the Constitutional Amendment n. 45/2004 are also evaluated. The collective bargaining is analyzed as being a paramount labor right while the State role on supporting labor organizations and bargaining is studied observing the international current laws. The inner principles of bargaining negotiations are taken on board according to the national and foreign jurisprudencial approaches. The collective bargaining in the public service, the evolution of the laws and its implementations abroad, especially in Spain and Italy, are discussed while the Brazilian legal approach is exposed, even the way it deals with strikes. Examples of public service collective bargaining that were made true, according to the law, are stood out. It is shown that its implementation can go together with constitutional exigencies. Finally, the Permanent Collective Bargaining System, already implemented, and the common interest of the government, civil service workers, labor associations and civil services users are analyzed in order to achieve the awareness of citizenship by society as a whole.

Made available in DSpace on 2016-04-26T20:21:34Z (GMT). No. of bitstreams: 1 Arnaldo Boson Paes.pdf: 1267426 bytes, checksum: 7c9b370af21e498760a9e4262f43dbf9 (MD5) Previous issue date: 2013-04-19 / This research addresses the issue of collective bargaining in the public sector, and it has a critical approach of the Brazilian model from the Spanish paradigm. Thus, the aim is to examine the points of convergence and divergence between the two experiences, considering the need of implementing in Brazil of a democratic system of collective labor relations in the legal and administrative systems. With this perspective, the study is divided in three parts; the first one has as its purpose to analyze the theoretical and normative frameworks which are necessary in order to recognize the right to collective bargaining in the public service. In this first part we also examine the nature of the bond established in the legal and administrative regime and the regulatory tools of the ILO intended to regulate the participation of public servant in determining working conditions in the public service. The second part analyzes the Brazilian model with no collective bargaining, from the examination of the normative constitutional apparatus of the legislation which established the legal-administrative regime, also from the paradigmatic precedent on the subject of the Supreme Court, and also from the case law that subsequently consolidated itself in relation to the collective rights of employees and the Brazilian ratification of the 151st Convention 151 ILO. The third part analyzes the Spanish system of collective bargaining, with emphasis on examining the legal and constitutional model that gradually consolidated itself, assessing in more detail the question of the effectiveness of the legal tools which result from collective bargaining and the role of the courts to guarantee the full and effective exercise of the collective rights for public employees. Throughout the thesis, we analyzed the similarities of the normative and of the jurisprudential contours surrounding the issue in both countries, and we did so as we tried to demonstrate the importance of making good use of the learning process and of the progress observed in Spanish law to conform in and implement in Brazil a system of collective bargaining in the public sector which is consistent with constitutional recognition of collective rights of public servants and the proclamation of a democratic state / A investigação aborda a temática da negociação coletiva na função pública, fazendo uma abordagem crítica do modelo brasileiro a partir do paradigma espanhol. Pretende assim analisar os pontos de aproximação e de divergência entre as duas experiências, considerando a necessidade de implementação no Brasil de um sistema democrático de relações coletivas de trabalho no regime jurídico-administrativo. Com esta perspectiva, o trabalho está dividido em três partes, sendo a primeira destinada à análise dos marcos teórico e normativo necessários ao reconhecimento do direito à negociação coletiva na função pública. Aqui são examinadas a natureza do vínculo que se estabelece no regime jurídico-administrativo e os instrumentos normativos da OIT destinados à regulação da participação dos servidores na determinação das condições de trabalho na Administração Pública. Na segunda parte, analisa-se o modelo brasileiro de não negociação coletiva, a partir do exame do aparato normativo constitucional, da legislação instituidora do regime jurídico-administrativo, do precedente paradigmático sobre a matéria do Supremo Tribunal Federal, da jurisprudência dos tribunais que se consolidou posteriormente em relação aos direitos coletivos dos funcionários e da ratificação pelo Brasil da Convenção 151 da OIT. Na terceira parte, é analisado o sistema espanhol de negociação coletiva, com destaque para a análise do modelo constitucional e legal que se consolidou progressivamente, apreciando de modo mais circunstanciado a questão da eficácia jurídica dos instrumentos resultantes da negociação coletiva e o papel dos tribunais para a garantia do exercício pleno e efetivo dos direitos coletivos pelos funcionários públicos. Ao longo da tese, considerando a semelhança dos contornos normativos e jurisprudenciais que envolveram o tema nos dois países, procura-se demonstrar a importância do aproveitamento pedagógico e do progresso observado no direito espanhol para conformar e implementar no Brasil um sistema de negociação coletiva na função pública compatível com o reconhecimento constitucional dos direitos coletivos dos servidores públicos e com a proclamação de um Estado Democrático de Direito

La place acquise par l’accord collectif d’entreprise dans le champ de la réglementation des conditions de travail et d’emploi et son positionnement en tant que vecteur préférentiel de déclinaison de dispositifs légaux interroge sur l’accessibilité de l’acte conventionnel dans l’entreprise. L’entreprise dépourvue de délégué syndical constitue à cet égard un foyer traditionnellement réfractaire à l’épanouissement conventionnel. Les dispositifs légaux se sont pourtant multipliés depuis plus de vingt ans afin de remédier à cette carence. Le législateur a créé puis développé des formes alternatives de représentation dans la négociation collective sans toutefois se soucier d’ancrer sa démarche dans un schéma clair. Il en résulte aujourd’hui un agrégat de dispositifs variés à la complexité attestée sollicitant de multiples références détournées à la volonté de la collectivité de travail. Davantage motivé par la propagation quantitative des accords collectifs d’entreprise en l’absence de délégué syndical plutôt que par un souci qualitatif de recréation du procédé conventionnel en dehors du référentiel syndical classique, le législateur livre aux utilisateurs de ce mode de négociation un système sans âme dont les malfaçons sont nombreuses. C’est à partir d’un tel constat que nous nous proposons de reprendre l’ouvrage légal en fondant la démarche sur l’exigence constitutionnelle de libre accès des salariés à la négociation collective et en reconstruisant la figure de l’acteur substitutif de négociation sur des exigences plus poussées de représentation de la collectivité de travail lors de la passation de l’acte collectif. / Non-union firms are normally excluded from collective bargaining and consequently from collective agreement. But company-level agreement had gained importance in such a way that the legislator was compelled to create some forms of alternative representation in collective bargaining. But after several evolutions, these forms are now complex and unable to satisfy constitutional principles. So this PhD work aims to rebuild the actual forms of non-union representation in collective bargaining process to give a legitimate and more attractive access to an efficient form of labour relations in spite of the unavailability of representative trade unions. The conventional activity of such substitute bargaining agent newly reconstructed needs even more to be canalized for the purposes of give an equivalent access to collective agreement to both union and non-union companies.

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An evaluative research survey involving 694 faculty members with an academic appointment in Oregon's 4-year unionized institutions of higher education was undertaken to determine whether or not collective bargaining has supported faculty rights for participation in institutional governance. Four hypotheses were formulated to study the relationship between the independent variable of collective bargaining and the dependent variable of institutional governance, specific to: (1) professional interest, (2) economic interest, (3) educational policy, and (4) academic and personnel policy. Data received from 486 respondents' questionnaires were used for the Kruskal-Wallis one-way analysis of variance to test the four hypotheses. The four hypotheses of the study were rejected. However, findings of the study suggest that the collective bargaining process is perceived by the respondents in all three unionized institutions as having (1) facilitated their participation in the formal structure and process for institutional decision making and (2) provided for just cause in dismissal and grievance decisions.