Through globalization non-state actors including transnational corporations (TNC), have taken on a more important global governance role from the nation state, where they through their CSR initiatives, impact social issues surrounding development. There are however conflicting views whether CSR could contribute to development in the society. TNCs CSR engagement mainly concerns social issues at the workplace such as complying with labour rights. But workers right to organize and bargain collectively (FoA), which is a universally adopted labour right, is not emphasized on despite being vital for a democratic and sound labour market that ensures decent working and living conditions and even facilitates poverty reduction and development. Respecting FoA is particularly important in the context of a low-skilled and labor-intensive workforce with a low rule law and bad working conditions, which is often the case in developing countries where many of the apparel and telecom sector produces. Based on the importance of FoA and the critical views whether TNCs CSR initiatives really can improve FoA and thus development, this thesis will explore whether and how three TNCs, that produces in the above described context, address FoA by analyzing their strict policy and practical measures taken. Through using and applying theory and empirics of CSR and FoA, this thesis is conducted as a comparative case study of H&M, IKEA and Ericsson through a qualitative text analysis. The result shows that two out of three TNCs do not emphasize on addressing FoA since they disregard it as well as do not enforce practical measures directed toward FoA, but takes a more overall human rights approach. Whereas H&M highly address FoA by enforcing many projects that physically involves thousands of workers and enables them to organize and bargain collectively, which facilitates improved working and living conditions. The conclusion is that when TNCs, through their CSR initiatives, takes on a global governance role, they should address FoA by enforcing practical measures that physically involves and enable workers to organize and bargain collectively, since this can facilitate poverty reduction and development.

This paper focused on how competing interests of employers and employees are accomodated in the South African Labour Relations arena. An analysis of the legislative framework was undertaken to establish how the legislation provides for changes in workplace practices as well as the protection that it affords employees against unwanted or unilateral changes. The main focus of the research was on how the South African Courts have interpreted the legislation and how it has applied the law in cases involving the changing of terms and conditions of employment, that has come before it.

THE RIGHT TO STRIKE AND LOCK-OUT ABSTRACT The content of this thesis is to outline the issue of strikes and lock-outs in the Czech republic, both in terms of current legislation, as well as in future ones. On previous pages I try to describe strike actions from the historical and economic points of view, but I also try to compare their individual characters within the EU countries and to accent their specific features and patterns, which are typical for the state or region. I spent an essentional part of my work by studying strikes not modified by acts and the questions of their legality. I gradually evolved into a full knowledge of complete state of freedom of association in our country because of Judicial decisions I didn't know before. I drew my conclusions primarily from literature, articles from distinguished academics and renowned experts and of course from court cases. The importace of legislative was relative because the lawmaker did not fully explore this area. I describe strikes and lockouts as a general phenomenon, whose presence is desirable in every developed community. But I also realized the individual typological aspects of employment law entities. I tried to create work that consistently includes the full scope of relationships and contained all eventualities that come with the right to...

M.Phil. / The Labour Relations Act 66 of 1995 introduced new structures for resolution of labour disputes. The Commission for Conciliation Mediation and Arbitration (CCMA) was established as an independent body to resolve labour disputes. The CCMA also took over the functions of the old Industrial Court. The Act also replaced the old Industrial councils with bargaining councils. The function of the bargaining councils is to play a parallel role to the CCMA in dispute resolution within their scope of jurisdiction. The purpose of the legislature in establishing the bargaining councils was to alleviate part of the burden of the CCMA in resolving of labour disputes. The Act envisaged that the CCMA would resolve disputes speedily and inexpensively. If bargaining councils fail in their task of resolving disputes, these disputes are referred back to the CCMA adding to its caseload. The study seeks to establish the effectiveness of bargaining councils in handling dispute resolution function and whether they assist the CCMA in alleviating part of its burden. There are 43 bargaining councils that are accredited by the CCMA to conciliate and arbitrate disputes. Some bargaining councils are accredited to do both conciliations and arbitrations but are failing to perform both tasks. Some bargaining councils are closing down. Other registered bargaining councils do not apply for accreditation. Disputes that are not handled by these councils are referred to the CCMA. The CCMA caseload is escalating every year since inception in 1996. In view of these circumstances the study seeks to understand from bargaining councils and from both the unions and employers organizations that are party to the bargaining council agreements, whether there are any problems that hinder the effectiveness of bargaining councils in dispute resolution in the private sector. It has been concluded in the study that there are a number of problems that can cause bargaining councils not to exercise dispute resolution function effectively. It has been established that only few bargaining councils receive a high number of disputes referred. Bargaining councils are quicker in handling disputes than the CCMA, however, most bargaining councils receive a small number of disputes. Bargaining councils also complain about insufficient funds in handling dispute resolution function. They complain that the subsidy they receive from the CCMA is not enough for this function. Small bargaining councils are the most suffering because of low numbers of referrals. It has also been established that bargaining councils pay their panelists very high rates. The non-accredited bargaining councils are rejected when applying for accreditation because of not meeting the required criteria. Employers are negative about belonging to bargaining councils because they feel it is costly. Some employers who belong to bargaining councils are also reluctant to contribute to established council's fund.

A ideia de que as demonstrações financeiras devem ser úteis para seus usuários tomarem decisões econômicas tem longa tradição na literatura contábil. No entanto, a associação entre contabilidade e tomada de decisões tem sido mais presumida do que observada. Além disso, há uma tendência de redução do escopo destas demonstrações aos interesses de investidores e credores, ignorando as necessidades de outros usuários. Dentre estes outros usuários estão os trabalhadores, que por dependerem das organizações para garantir sua subsistência possivelmente se interessem em informações sobre elas. Para investigar se as demonstrações financeiras são úteis aos trabalhadores, este trabalho analisa o caso do movimento sindical dos bancários brasileiros. O histórico de organização do movimento, a grande disponibilidade de informações contábeis sobre os bancos brasileiros e as negociações centralizadas entre empregados e empregadores contribuem para esta análise. A revisão de literatura discute brevemente a regulação contábil, cujo papel social não é visto como neutro, provavelmente não considerando os interesses dos trabalhadores; as negociação coletivas, descritas como um conjunto de subprocessos por vezes contraditórios; e os papéis e usos da contabilidade nas relações de trabalho, bem como as políticas de divulgação de informações adotadas pelas empresas em relação aos sindicatos. Técnicas de análise de conteúdo foram usadas para estudar dados coletados na Folha Bancária, jornal publicado pelo Sindicato dos Bancários e Financiários de São Paulo, Osasco e Região, compreendendo todo o ano de 2012. Os achados foram corroborados por meio de outros documentos e de entrevista. Informações sobre lucro líquido, composição da força de trabalho, remuneração de administradores, operações de crédito e provisões para créditos de liquidação duvidosa foram identificadas como as mais utilizadas pelos sindicalistas. Despesas de pessoal, composição da força de trabalho e participação dos trabalhadores nos lucros das empresas são temas para os quais as demonstrações financeiras não apresentam informações suficientes aos sindicalistas. Constatou-se que os sindicalistas utilizam as demonstrações financeiras essencialmente de um modo estratégico, selecionando informações que sirvam aos interesses do movimento sindical. E estas informações exercem um papel predominantemente de munição ou racionalização, servindo para promover as posições do sindicato ou para justificar e legitimar suas ações. Porém, tais informações parecem ter pouca influência sobre as decisões do movimento sindical, mostrando que restringir a análise da contabilidade ao âmbito da tomada de decisões econômicas pode limitar a compreensão sobre a disciplina. Por fim, a política de divulgação de informações dos bancos ao movimento sindical parece limitada ao cumprimento de obrigações legais, e os sindicatos não aparentam ter entre suas prioridades o acesso a informações contábeis. Isto pode sugerir que os sindicalistas vejam as informações contábeis mais como um problema a lidar do que como uma oportunidade a explorar, ou talvez que a profissão contábil careça de credibilidade perante eles. / The idea that financial statements must be useful for their users to take economic decisions has a long tradition in the accounting literature. However, the association between accounting and decision making has been more presumed than observed. Furthermore, there is a tendency of reducing the scope of these statements to the interests of investors and creditors, ignoring the necessities of other users. Among these other users are workers, whom by depending on organisations to grant their subsistence will possibly be interested in information about them. To investigate whether financial statements are useful to workers, this work analyses the case of the trade union movement of the Brazilian bank workers. The movement\'s organisation history, the huge availability of accounting information from Brazilian banks and the centralised negotiations between employees and employers contribute to this analysis. The literature review briefly discusses accounting regulation, whose social role is not seen as neutral, probably not considering workers\' interests; the collective bargaining, described as a set of sometimes contradictory sub-processes; and the roles and uses of accounting in industrial relations, as well as the disclosure policies adopted by enterprises in relation to trade unions. Techniques of content analysis were used to study data collected from Folha Bancária, a newspaper published by the Bank Workers Union of São Paulo, Osasco and Region, comprehending the whole year of 2012. The findings were corroborated by means of other documents and an interview. Information about net income, work force composition, management remuneration, bank loans, and allowance for bad debts were identified as the most used by trade union officials. Personnel expenses, work force composition, and profit share schemes are themes to which financial statements do not provide sufficient information to trade union officials. It was found that trade union officials use financial statements essentially in a strategic way, selecting pieces of information which serve to the interests of the trade union movement. And these pieces of information play a role predominantly of ammunition or rationalisation, serving to promote union\'s positions or to justify and legitimise its actions. Nevertheless, such information seems to have little influence over the decisions of the trade union movement, showing that restricting the analysis of accounting to the scope of economic decision making may limit the comprehension about the discipline. Lastly, the information disclosure policy of banks to the trade union movement seems to be limited to the fulfilment of legal duties, and unions do not appear to have among their priorities the access to accounting information. This may suggest that trade union officials see accounting information more as a problem to be dealt with than as an opportunity to explore, or perhaps that the accounting profession lacks credibility before them.

Submitted by Marlene Aparecida de Souza Cardozo (mcardozo@pucsp.br) on 2016-11-22T15:02:19Z No. of bitstreams: 1 Elessandra dos Santos Marques Válio.pdf: 479553 bytes, checksum: 1ecbe88268f530c98911929a785b916b (MD5) / Made available in DSpace on 2016-11-22T15:02:19Z (GMT). No. of bitstreams: 1 Elessandra dos Santos Marques Válio.pdf: 479553 bytes, checksum: 1ecbe88268f530c98911929a785b916b (MD5) Previous issue date: 2016-10-04 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This thesis is committed to investigate the limits of the autonomy of collective will, which willbe based on the historicity and the main concepts of representative bodies of workers andcollective bargaining, focusing especially in Brazil. So, first will discuss the evolution of tradeunion rights in Brazil and internationally, to then enter the justification of autonomy of the will,with its historical evolution in our country, and then deal with social conflicts and developconcept and the principles to be observed relating to collective bargaining, also considering theintrinsic limits to the autonomy of the will. Finally, it is clear in supporting the mostcontemporary vision of the Supreme Court opening the flexibility of labor rights throughcollective bargaining, taking into account the development of freedom of choice and basicparameters of human dignity / A presente tese tem como compromisso investigar os limites impostos à autonomia da vontadecoletiva, o que será feito com base na historicidade e nos principais conceitos dos órgãosrepresentativos dos trabalhadores e da negociação coletiva, focando especialmente no Brasil.Assim, primeiramente se tratará de discorrer sobre a evolução do direito sindical no cenáriobrasileiro e internacional, para, posteriormente, adentrar na justificativa da autonomia da vontadedas partes, com sua evolução histórica em nosso país, e, depois, tratar dos conflitos sociais edesenvolver o conceito e os princípios a serem observados relativos à negociação coletiva,considerando os também intrínsecos limites à autonomia da vontade. Por fim, conclui-se noapoio à visão mais contemporânea do Supremo Tribunal Federal de abertura à flexibilização dosdireitos trabalhistas mediante a negociação coletiva, levando-se em conta o desenvolvimento daautonomia da vontade e parâmetros basilares de dignidade da pessoa humana

Submitted by PPG Direito (ppgdir@pucrs.br) on 2018-10-01T11:59:55Z No. of bitstreams: 1 ELIZABET_LEAL_DA_ SILVA_TES.pdf: 1549047 bytes, checksum: 80b8474bd454e957e5de5784576a7091 (MD5) / Approved for entry into archive by Sheila Dias (sheila.dias@pucrs.br) on 2018-10-01T13:44:09Z (GMT) No. of bitstreams: 1 ELIZABET_LEAL_DA_ SILVA_TES.pdf: 1549047 bytes, checksum: 80b8474bd454e957e5de5784576a7091 (MD5) / Made available in DSpace on 2018-10-01T14:17:47Z (GMT). No. of bitstreams: 1 ELIZABET_LEAL_DA_ SILVA_TES.pdf: 1549047 bytes, checksum: 80b8474bd454e957e5de5784576a7091 (MD5) Previous issue date: 2018-07-26 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES / The purpose of this thesis is to study freedom of union based on the foundations of the International Labor Organization (ILO), through Convention n? 87 and its effects in Brazil, where it has not been ratified and in Spain, which internalized it. From the analysis of freedom of union, we can see the study of the union systems in both countries studied: Brazil and Spain. The characteristics of each of the systems are addressed, since in Brazil, union unity remains in force, which is in conflict with the principle of freedom of association defended by the ILO. The analysis proceeds on the system in force in Spain: union plurality. In this way, full freedom of association is allowed by allowing workers to create as many trade unions as they seem necessary, but they can unite of their own volition and form a true union unity. On the basis of these elements, the institute of collective bargaining is analyzed, which is one of the greatest attitudes of freedom existing in labor relations, because it enables, through dialogue, to the interested parties, the establishment of norms for the satisfaction of their desires, and that the rights of workers and entrepreneurs are respected. In the aspect of collective bargaining, the role of trade unions is discussed as to their function of protecting the interests of workers, which even in collective bargaining are the hyposufficient part. It is also questioned the trade union action in the negotiations, especially in times of crisis, regarding the performance against situations that aim to prevent workers from losing their rights conquered throughout history. This paper then gives a brief analysis of the influences of the economic crisis experienced both by Brazil and Spain in the period from 2010 to 2017. As conclusion, an analysis is presented indicating the difference between the systems - unicity and plurality - in the field of collective bargaining, emphasizing whether or not they present a difference in relation to union action in the search for protection of the labor relation. For the development of this thesis, the method of deductive approach will be adopted. As an investigative procedure, historical and comparative methods should be used, based on bibliographic and documentary theoretical research. / La presente tesis tiene como objetivo estudiar la libertad sindical a partir de los fundamentos de la Organizaci?n Internacional del Trabajo - OIT, por medio de la Convenci?n n? 87 y de sus efectos en Brasil, donde no fue ratificada y, en Espa?a, que la internaliz?. A partir del an?lisis de la libertad sindical, se evidencia el estudio sobre los sistemas sindicales existentes en los dos pa?ses objetos de estudio: Brasil y Espa?a. Se abordan las caracter?sticas de cada uno de los sistemas, ya que en Brasil figura y permanece en vigor la unicidad sindical, la cual se enfrenta al principio de la libertad sindical defendido por la OIT. El an?lisis prosigue sobre el sistema vigente en Espa?a: la pluralidad sindical. En ese marco, se permite el ejercicio pleno de la libertad sindical al consentir a los trabajadores a crear sindicatos tantos que los consideren necesarios, pudiendo, sin embargo, unirse por voluntad propia y formar una verdadera unidad sindical. A partir de esos elementos, se analiza el instituto de la negociaci?n colectiva, que es una de las mayores actitudes de libertad existentes en las relaciones de trabajo, por posibilitar por medio del di?logo, a los interesados, el establecimiento de normas de satisfacci?n de sus anhelos, y de que se respeten los derechos de los trabajadores y los empresarios. En el aspecto de la negociaci?n colectiva, se discute el papel de los sindicatos en cuanto a su funci?n de protecci?n de los intereses de los trabajadores, que incluso, en la negociaci?n colectiva, son la parte hiposuficiente. Se cuestiona tambi?n la actuaci?n sindical en las negociaciones, especialmente, en momentos de crisis, en cuanto al desempe?o frente a situaciones que visan evitar que los trabajadores pierdan sus derechos conquistados a lo largo de la historia. A continuaci?n, el presente trabajo hace un breve an?lisis de las influencias de la crisis econ?mica vivenciada tanto por Brasil como por Espa?a, en el per?odo de 2010 a 2017. Como conclusi?n, se presenta un an?lisis indicativo de la diferencia entre los sistemas - unicidad y pluralidad - el campo de la negociaci?n colectiva, resaltando si presentan o no diferencia en relaci?n a la actuaci?n sindical en la b?squeda de protecci?n de la relaci?n de trabajo. Para el desarrollo de esta tesis, se adoptara el m?todo de enfoque deductivo. Como procedimiento investigativo se echaron mano de los m?todos hist?rico y comparativo, teniendo como base la investigaci?n te?rica bibliogr?fica y documental. / A presente tese tem como objetivo estudar a liberdade sindical a partir dos fundamentos da Organiza??o Internacional do Trabalho ? OIT, por meio da Conven??o n? 87 e de seus efeitos no Brasil, onde ela n?o foi ratificada e, na Espanha, que a internalizou. A partir da an?lise da liberdade sindical, evidencia-se o estudo sobre os sistemas sindicais existentes nos dois pa?ses objetos de estudo: Brasil e Espanha. S?o abordadas as caracter?sticas de cada um dos sistemas, uma vez que no Brasil figura e permanece em vigor a unicidade sindical, a qual se confronta com o princ?pio da liberdade sindical defendido pela OIT. A an?lise prossegue a respeito do sistema vigente na Espanha: a pluralidade sindical. Nesse molde, permite-se o exerc?cio pleno da liberdade sindical ao consentir aos trabalhadores e criarem sindicatos tantos quantos entenderem necess?rios, podendo, por?m, unir-se por vontade pr?pria e formar uma verdadeira unidade sindical. A partir desses elementos, analisase o instituto da negocia??o coletiva, que ? uma das maiores atitudes de liberdade existentes nas rela??es de trabalho, por possibilitar por meio do di?logo, dos interessados, o estabelecimento de normas de satisfa??o de seus anseios, e de que sejam respeitados os direitos de trabalhadores e empres?rios. No aspecto da negocia??o coletiva, discute-se o papel dos sindicatos quanto a sua fun??o de prote??o dos interesses dos trabalhadores, que mesmo, na negocia??o coletiva, s?o a parte hipossuficiente. Questiona-se ainda a atua??o sindical nas negocia??es, especialmente, em momentos de crise, quanto ao desempenho frente a situa??es as quais visem evitar que os trabalhadores percam seus direitos conquistados ao longo da hist?ria. Em seguida, o presente trabalho faz uma breve an?lise das influ?ncias da crise econ?mica vivenciada tanto pelo Brasil como pela Espanha, no per?odo de 2010 a 2017. Como conclus?o, apresenta-se uma an?lise indicativa da diferen?a entre os sistemas - unicidade e pluralidade ? no campo da negocia??o coletiva, ressaltando se apresentam ou n?o diferen?a em rela??o ? atua??o sindical na busca de prote??o da rela??o de trabalho. Para o desenvolvimento desta tese, ser? adotado o m?todo de abordagem dedutivo. Como procedimento investigativo lan?ar-se m?o dos m?todos hist?rico e comparativo, tendo como base a pesquisa te?rica bibliogr?fica e documental.

O desemprego crescente é diagnosticado como um dos maiores males da globalização econômica durante o último quarto do século XX até os dias atuais, servindo de impulso para o surgimento do ideário da flexibilização na Europa como proposta de repensamento dos instrumentos jurídicos em matéria de trabalho. Acolhido na legislação brasileira, tal postulado deitou raízes na Constituição da República de 1988 em temas caros ao Direito do Trabalho como salário e jornada de trabalho, privilegiando a negociação coletiva e originando novas modalidades de contratos e, principalmente, de planejamento da distribuição das horas de labor em prol do incremento do setor empresarial, levado a reboque na espiral do acelerado mercado global. O objetivo do presente estudo consiste na análise desta influência, com foco centralizado no tema do gerenciamento e remuneração do período de trabalho subordinado e suas diversas formas. Na medida em que, após cerca de três décadas de aclimatação, os imperativos flexibilizatórios são seguidamente acusados de ter traído o investimento social realizado e de provocar a precarização geral das relações trabalhistas, importa investigar a razão pela qual alguns institutos criados sob seu jugo, entre eles o banco de horas, sofrem cada vez mais rejeição das centrais sindicais e das entidades profissionais, que pressionam de forma contínua pela adoção de medidas menos conservadoras, especialmente na administração do tempo de efetivo trabalho. Neste diapasão, buscam-se inovações em tese mais benéficas ao empregado, dentre as quais a redução do limite semanal do trabalho, sem diminuição do padrão salarial mensal, é a mais ambiciosa e polêmica proposta na persistente meta de criação e manutenção de postos de emprego. / The increasing unemployment is diagnosed as one of the major evils of economic globalization during the last quarter of the 20th Century and up to the present days, serving as a driving force for the outbreak of the ideas of flexibilization in Europe as an invitation to reconsider the legal instruments in terms of jobs. Admitted by the Brazilian legislation, such postulate took roots in the 1988 Constitution of the Republic in matters relevant for the Labor Law, as salary and working time, favoring the collective bargaining and originating new contract modalities and, mainly, the planning the distribution of labor hours for the benefit of the increment of the business sector, taken in the wake of the accelerated global market. The objective of the present study consists of the analysis of such influence, with centralized focus on the theme of management and remuneration of the subordinated working period and its different forms in Brazil. To the extent that, after three decades of acclimatization, the flexibility imperatives are repeatedly accused of having betrayed the social investment carried out and of provoking the general instability of labor relations, it is worth to investigate the reason why some institutes created under its subordination, among which the bank of hours, have been increasingly suffering rejection by the Unions and professional entities, which have continuously been putting pressure on the adoption of less conservative measures, in special, on the administration of the effective working hours. In this sense, innovations theoretically more beneficial to employees are pursued, among which the reduction of the weekly working time, without reducing the monthly salary standards, is the most ambitious and controversial proposal towards persistently targeting to create and maintain job posts.

Negative conflict in public school districts during collective bargaining impedes efforts towards creativity and student success. The purpose of this phenomenological study was to explore the experiences of conflict for participants in collective bargaining in California public school districts. Complexity theory and social construction theory were used as the conceptual framework for the research, and ideas related to conflict, social interactions, knowledge management, and collective bargaining were examined to gain an understanding as they related to the central phenomenon. The specific research questions pondered in this study related to how conflict was experienced in California public schools during collective bargaining, what the perception of conflict was when knowledge management tools were used, and what some of the outcomes from conflict were when knowledge management tools were used. Data were collected from 25 participants who met the specified criteria of having experienced collective bargaining in a California public school setting, having experienced conflict during collective bargaining as a part of the negotiating teams, and must have experienced the use of knowledge management tools when in conflict during collective bargaining. Findings showed that knowledge management tools were a benefit to positive perceptions of conflict and positive conflict outcomes during collective bargaining in California public schools. The findings effectuate positive social change because when in conflict, knowledge is an intermediary that fills a void where there is a gap in understanding and a lack of viable solutions between the parties.

As of 2014, union density in the United States had dropped compared to union density during the 1950s. Collective bargaining agreements are the foundational agreement for all issues related to salary, benefits, and working conditions. The purpose of this multiple case study was to explore how collective bargaining agreements hindered or enabled managers from creating and sustaining high performance work practices. The conceptual framework included Walton and McKersie's work on behavioral theories for labor negotiations, human capital, and collective bargaining, and Huselid's work on high performance work practices. Fifteen respondents across 5 labor unions in Washington DC were selected through a randomized purposive sampling strategy for face-to-face and telephone semi-structured interviews. Additional sources of data included current and archived collective bargaining agreements, a reflective journal, and personal memos that were analyzed using Yin's 5-step analysis process. The following 5 themes were identified: performance management and accountability, organizational and union culture, intrinsic motivation and performance recognition, management practices, and the future sustainability of unions. These findings may help unionized organizations in the Washington DC metro area consider changing negative hiring and retention practices. Collective bargaining agreements, without a partnership framework linked to organizational sustainability, can hinder the creation and sustenance of high performance work practices in labor unions.