Submitted by Edileide Reis (leyde-landy@hotmail.com) on 2013-04-17T18:56:35Z No. of bitstreams: 1 Tercio Souza.pdf: 653424 bytes, checksum: 6d606e3ff997d71434d31fb919e56d1d (MD5) / Approved for entry into archive by Rodrigo Meirelles(rodrigomei@ufba.br) on 2013-05-09T17:41:15Z (GMT) No. of bitstreams: 1 Tercio Souza.pdf: 653424 bytes, checksum: 6d606e3ff997d71434d31fb919e56d1d (MD5) / Made available in DSpace on 2013-05-09T17:41:15Z (GMT). No. of bitstreams: 1 Tercio Souza.pdf: 653424 bytes, checksum: 6d606e3ff997d71434d31fb919e56d1d (MD5) Previous issue date: 2009 / A presente dissertação parte do pluralismo e da democracia nas relações de trabalho para identificar alguns contornos das relações coletivas no direito brasileiro. Digo que a eficácia da negociação coletiva encontra-se vinculada à melhoria das condições dos trabalhadores em bem-estar social. Digo ainda que em função dessa necessidade o “pleno emprego” impõe a adoção de todos os instrumentos cabíveis inclusive a possível extinção dos contratos de trabalho em vigor para o acesso de novos trabalhadores a um mesmo posto de trabalho; tudo para concluir que é possível negociação coletiva em que se imponha a extinção compulsória dos contratos de trabalho. / Salvador

This dissertation analyses, in a comparative perspective collective agreements entered into in Belgium and in South Africa in the private sector. It is divided into three parts: Belgian law, South African law and a comparative perspective. Each part adopts the same format: it comprises a historical survey, a description of the parties to collective agreements, the forums in which collective bargaining takes place and an analysis of collective agreements, focusing on the nature of their binding force. Because Belgian law prohibits agency shop and closed shop agreements, on the basis of the freedom of association, no reference has been made to these agreements, even though they are permitted in South Africa and are regarded as collective agreements. This dissertation does not deal with collective agreements entered into to regulate terms and conditions of employment in the public sector as state employees in Belgium are excluded from the scope of labour law and have their employment relationship governed by administrative law / Law / LL.M.

In this study different variables proven to be correlated with labor rights to are used in a qualitative – descriptive study of the labor rights environment in the DR-CAFTA Latin American countries in order to determine if the current situation in Guatemala, subject of the first labor rights dispute under a free-trade agreement in United States history, is mirrored in each country, or is an environment unique to Guatemala. After a review of the variables this study concludes that Guatemala, Honduras, and Nicaragua all have similarly low levels of all the correlated variables studied, but that Guatemala does in fact present as having a political and legal environment that is less conducive to labor rights.

Collective bargaining is the main tool for harmonizing conflicts of interests in a working relationship. Restrictions to this right have become important in the Public Sector due to their intensive process when establishing. Prohibition of wage increases through collective bargaining has led the government work in the last 9 years. The Budget Laws for 2013 and 2014 have adopted provisions that endure this restriction. The following paper pretends to analyze these restrictions validity from the parameters given by the Constitution and the International Agreements on the matter. / La  negociación colectiva es el principal instrumento para la armonización de intereses contradictorios en el contexto de una relación laboral. En el sector público, las restricciones a este derecho han cobrado relevancia debido a la intensidad con la que se han ido estableciendo. La prohibición de incrementos salariales a través de negociación colectiva ha marcado la pauta de actuación estatal estos últimos nueve años. Es así que las leyes de presupuesto de los años 2013 y 2014 han recogido disposiciones que buscan perennizar esta restricción. El siguiente texto busca analizar la validez de estas restricciones a partir de los parámetros establecidos por la Constitución y los tratados internacionales sobre la materia.

Labor flexibility in Spain and Peru: Analysis of somedifferential aspectsThis paper contains a comparative analysis of the labor flexibility processes held in the past decades both in Spain and Peru, trying to identify the most relevant differential aspects between them based on the following three factors: (i) the existence —or not— of a political framework; (ii) the labor markets particularities that influence the regulation of the individual labor contracts; and (iii) the potential of unions and collective bargaining / En el presente artículo se efectúa un análisis comparado de los procesos de flexibilidad laboral llevados a cabo en las últimas décadas tanto en España como en Perú, buscando identificar los principales aspectos diferenciadores entre ambos a partir de tres factores: (i) la existencia o no de un marco político de referencia; (ii) las características del mercado de trabajo que inciden en la regulación de la contratación individual; y (iii) la potencialidad de la negociación colectiva.

The process of legislative reform driven in Spain since 2010 within the framework of the economic crisis that is plaguing the country, has touched in a significant effect on the legal regime of the retirement. Institution which is not outside to the reform of the legal regime of collective bargaining, which, in parallel, has been practiced in these years. In this sense, the adoption of legislative measures in favor of the prolongation of the active life of the workers and the increase in retirement age, has coincided in time with the promotion of legal enterprise collective bargaining, by declaring its applicative preference. To analyze these issues is dedicated this article, in which, on the other hand, it highlights the lack of a credible legislative action in favor of the development of complementary social protection in the area of retirement. / El proceso de reformas legislativas impulsadas en España desde 2010, en el marco de la crisis económica que asola al país, ha incidido de forma significativa sobre el régimen jurídico de la jubilación. A esta institución tampoco es ajena la reforma del régimen jurídico de la negociación colectiva que, paralelamente, se ha practicado en estos años. En este sentido, la adopción de medidas legislativas en favor de la prolongación de la vida activa de los trabajadores y el incremento de la edad de jubilación ha coincidido en el tiempo con la promoción legal de la negociación colectiva de empresa, mediante la declaración de su preferencia aplicativa. Al análisis de estas cuestiones se dedica el presente artículo, en el que, por otra parte, se destaca la falta de una acción legislativa creíble en favor del desarrollo de la protección social complementaria en materia de jubilación.

The process of collective bargaining reforms in SpainThis article aims to analyze the main lines of development of the process of collective bargaining reforms in Spain. For this purpose, after of being described those characteristic elements of the Spanish model about this fundamental right, it highlight the principal legislative changes that involved the great labor reform of 1994, which have continued through the regulations issued between 2011 and 2012, generating a synergy that actually delimit a new right of collective bargaining. / El presente artículo tiene por finalidad analizar las principales líneas de desarrollo del proceso de reformas de la negociación colectiva en España. A dicho efecto, luego de describirse aquellos elementos característicos del modelo español respecto a este derecho fundamental, se resaltan los principales cambios legislativos que implicó la gran reforma laboral de 1994, los cuales han continuado a través de las normas emitidas entre 2011 y 2012, generándose una sinergia que en realidad delimita un nuevo derecho de la negociación colectiva.

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.

Despite the decline of collective bargaining and trade union membership in the British private sector over the past thirty years, and much academic discussion of 'marketisation' in the public sector, national collective bargaining in English local government has remained remarkably robust - as demonstrated by the Workplace Employment Relations Surveys (Millward et al. 2000). Most academic research on employment relations in the public sector has focused on 'change'. In this study I wish to examine the roots of 'continuity' and a surprising institutional survival. After three decades of reform, national collective bargaining still remains central to the local government employment relations architecture, and contrary to the 'hollowing out' thesis, national agreements are still the bulwark upon which both national and local government (and the related actors: trade unions, management, politicians) rely upon to engage in the process of joint regulation in the workplace. The study has three main objectives: Firstly, to explore why the institutional actors support or do not support the national collective bargining framework in English local government. Secondly, the extent to which national collective bargaining is supported and promoted applying an institutional theory analytical framework. Thirdly, what institutional processes explain the resilience of national collective bargaining in English local government? A sectoral study is used to explore the political dynamics that underlie the survival of national collective bargaining in English local government. This follows a 'firm in sector' methodology (Smith et al., 1990), in which a benchmark authority is compared and contrasted with eight other local authorities. The authorities were chosen by taking account of factors such as size (employing more than 2000 workers); type (metroplitan (7)) and shire (2); geography (north (2), midlands (4), south west (1) and south east (2)); and status (are they part of the national collective bargaining framework or outside of it.) The 'firm in sector' methodology allows for the examination of issues at an organisational level, building on the Workplace Employment Relations Surveys, which have focused more at a macro level. The study will drill down in detail within the benchmark authority; however, the study is nevertheless dependent on understanding the wider sectoral landscape in which the benchmark authority is located and therefore considers how its experiences compare with local authorities who chose to belong or not belong to the national collective bargaining framework. The thesis makes three contibutions. Firstly, it raises the issue of continuity within English local government employment relations and why national collective bargaining has continued to survive and remain relevant. Secondly, it considers what makes English local government different from other parts of the public sector, and what we can learn from this difference. Thirdly, it highlights the value of a new institutional perspective, as a tool for employment relations analysis.

This paper seeks to bring clarity to a number of issues that arise from a process resulting from the unilateral variation of terms and conditions of employment and the conflict management and dispute resolution processes. The variation of employment terms particularly when it is driven by one party to the employment relationship can cause instability, insecurity, confusion and uncertainty to the parties involved. The nature of work is not constant and therefore changes are inevitable. This then has an effect of bringing disorder not only to the employer-employee relationship but also to the labour relations balance. In many instances and depending on whether it is the employer or employee who propagates the changes, the reasons to alter the conditions are different. Employers usually cite operational or economic reasons that are meant for the survival of the business as the need to make the changes. From the employees’ side the changes are necessitated by reasons aimed at a move from protecting the favourable employment conditions already acquired to improving them or attaining more. In the event that the parties to the employment relationship do not agree to the changes proposed and implemented, a dispute usually arises. This results from the failure of a consultation process, negotiations, persuasion or collective bargaining in general. In essence such a dispute arises from absence of consent to the changes. The failure of a bargaining system requires the process to assume a new nature. The dispute resolution systems and the conflict management systems follow as both the appropriate and necessary steps. The bargaining power together with the intervention of the third party is at the centre of this phase. The parties, depending on the nature of the dispute, the conditions that iv are changed and who are affected by the changes, have choices on what dispute resolution mechanisms to employ. The choice made has a huge impact on both the outcome required in the form of recourse, how the dispute will be resolved or how the conflict will be managed. There is legislative intervention with regards to the resolution of the conflictual scenarios that arise from disputes on unilateral variation of terms and conditions of employment. There are also non-statutory measures available to the parties. The choices are vast as to when can the variation take place, the reasons for the changes, the parties involved, the possible dispute resolution mechanisms, what can be varied and whether the unilateral implementation can be viewed as fair.