Yes / Most research on Employee Involvement (EI) has focused on large or 'mainstream' organizations. By adopting those schemes which 'appear' to work well in larger organizations, then smaller firms assume there will be enhanced employee commitment beyond formal contractual requirements. The main question in this paper is whether EI schemes designed by management will suffice under the 2004 Information and Consultation of Employees (ICE) Regulations. It focuses on SMEs which tend to favour informal and direct EI, and it remains unclear how these methods will be played out under the new regulatory environment. Evidence from four case studies is presented here and it suggests that the ICE Regulations impose new challenges for smaller firms given their tendency to provide information rather than consult with employees. It also appears organizational factors, workplace relations history and the way processes are implemented at enterprise level may be far more important than size itself.

in English The topic of this thesis is the regulation of employees' right to transnational information and consultation within Community-scale undertakings or Community-scale Groups of undertakings. Firstly, the right to information and consultation at the national level and the forms of employees' representation in the Czech Republic are introduced. Then the thesis explains the respective European directives and describes relevant cases of the Court of Justice of the EU, followed by a detailed analysis of the Czech legislation in the Labour Code. The next chapter focuses on the German transposition of this regulation. Eventually, the last chapter is a research on the operation of active European Works Councils in practice in the European Union and in the Czech Republic. The purpose of the thesis is to provide a comprehensive overview of the regulation of information and consultation procedures at transnational level and to introduce its operation in practice.

Įmonės, įmonės dalies, verslo ar jo dalies perdavimas – šiandienos verslo kasdienybė. Nagrinėjamas ekonominis reiškinys turi socialinę pusę ir darbe nagrinėjamas darbo teisės prasme. Preziumuojama, jog įmonės, verslo ar jų dalių perdavimo atveju gali pasikeisti darbuotjų teisių apimtis, todėl Bendrijos teisės aktų leidėjui tenka užduotis nustatyti perdavimo sąvoką, pateikti jos požymius, o valstybėms narėms – tinkamai perkelti Direktyvą 77/187/EEB dėl valstybių narių įstatymų, skirtų darbuotojų teisių apsaugai įmonės, įmonės dalies, verslo ar verslo dalies perdavimo atveju, suderinimo bei ją keičiančią direktyvas ir konsoliduotąjį direktyvos tekstą. Vadovaujantis prezumpcija, jog įmonės, įmonės dalies, verslo ar jo dalies perdavimas pakeičia darbuotojų teisinį statusą, darbe keliami klausimai: kaip ir ar tinkamai Direktyvoje 77/187/EEB bei Europo Teisingumo Teismo praktikoje apibūdinamos „įmonės, verslo, jų dalies perdavimo“, „darbuotojų atstovų“, „informavimo ir konsultavimo procedūrų“ sąvokos ir kaip nuostatos įgyvendinamos bei kaip atsižvelgiama į Europos Teisingumo Teismo praktiką valstybėse narėse; nagrinėjami darbuotojų atstovavimo teoriniai bei praktiniai pagrindai bei skirtingos tokio atstovavimo formos; siekiama atsakyti į klausimą, ar Europos Bendrijos bei nacionalinių Europos Sąjungos valstybių narių teisinio reguliavimo modeliai darbuotojų atstovavimo ir dalyvavimo informavimo ir konsultavimo procedūrose pakankamai užtikrina darbuotojų kolektyvinių bei... [toliau žr. visą tekstą] / Transfers of undertakings of their parts are today‘s business reality. Despite the fact that this economic concept can be interpreted from many perspectives, this work approaches it from a labour law point of view. In order to safeguard employees‘ rights in the transfer of undertakings situation, the Council directive 77/187/EEC was adopted. Based on the assumption that transfers of undertakings change legal status of employees, the following issues are raised and discussed in this work: how „transfer of undertakings“, „employee representatives“, „information and consultation procedures“ are defined in the Directive 77/187/EEC and case law of EU courts and whether such definitions are clear cut and properly implemented in the national laws of EU member states; theoretical and practical grounds for employees‘ representation and its‘ forms; whether EU model and models of separate EU member of information and consultation secures the continuity of rights of employee representatives in transfer of undertakings situation. It is concluded that the above mentioned definitions still raise practical problems, models of implementation differ from state to state.

La négociation collective n’est plus étrangère à la règlementation des grands licenciements collectifs nécessitant l’établissement d’un plan social. Depuis une vingtaine d’années, son rôle dans l’entreprise se renforce. La négociation collective d’entreprise s’est ainsi emparée de dispositifs procéduraux instituant le cadre d’une information-consultation des représentants du personnel ou encore des garanties d’évitement et d’accompagnement des licenciements. L’instauration par la loi n°2013-504 du 14 juin 2013 de la possibilité d’un plan social négocié par les organisations syndicales représentatives dans l’entreprise marque un tournant. Celles-ci participent désormais à la décision de gestion des conséquences sociales d’un projet de licenciement collectif pour motif économique. Cette négociation décisionnelle est source d’innovations dans la procédure interne mais aussi externe encadrant la mise en œuvre des grands licenciements collectifs. L’évolution de leur encadrement vers un droit négocié dans l’entreprise est affermie et constitue l’objet de la recherche conduite dans la présente thèse. / The collective bargaining of redundancy plan related to collective dismissals The collective bargaining is now part of the regulation of collective dismissals requiring the establishment of a redundancy plan in companies. Its role in companies have been getting stronger during the past thirty years. Thus, collective bargaining in companies seized the procedural rules linked to the framework of information and consultation of representatives but also relating to guarantees of avoidance and social assistance to dismissals. A real watershed was marked thanks to the enactment of the 14th June 2013 (n°2013-504) law. Indeed, this law ensures employment protection by offering the possibility to trade unions that represent workers in companies to negotiate the redundancy plan. These trade unions are now involved in the managerial decision determining the social consequences of collective dismissals for economic reasons. This collective bargaining that applies to a specific decision process generates innovations in the internal and external procedure setting up the framework of collective dismissals. The evolution of the redundancy controls, which are now oriented towards a negotiated right in companies, is reinforced. This constitutes the subject of the researches that are conducted in this thesis.

Si les mutations technologiques questionnent l’exercice classique des droits d’action collective, elles renforcent également leur nécessaire existence. La transformation de l’environnement de travail, par l’introduction de nouvelles technologies dans les entreprises et par l’utilisation de ces dernières comme outils de travail ou de communication, invite à repenser l’exercice de ces droits. D’une part, les technologies peuvent servir d’instruments à l’action collective. Elles sont alors susceptibles de prolonger le pouvoir d’agir de ceux qui les utilisent en leur offrant la possibilité d’agir différemment, de communiquer ou de faire pression sur l’entreprise autrement. D’autre part, l’introduction dans l’entreprise des technologies, la mise en place de nouveaux modes d’organisation du travail au moyen des technologies et l’utilisation de ces dernières, emportent un certain nombre de risques pour la communauté de travail. La mise en œuvre des droits d’action collective vise alors à prévenir ces risques et, le cas échéant, à réagir lorsque le risque se réalise. La création de nouvelles communautés de travail, qui n’auraient pu exister sans les technologies, nécessite encore que soient exercés des droits d’action collective pour défendre les intérêts de leurs membres. Il n’en reste pas moins que le régime juridique applicable à l’action collective ne permet pas forcément de répondre à tous ces enjeux. Explorant la manière dont s’appliquent les droits d’action collective dans un environnement exposé aux mutations technologiques, cette étude propose également des pistes d’évolution du droit applicable à l’action collective que les mutations technologiques mettent à l’épreuve. / If technological mutations challenge the classic exercise of collective action rights, they also reinforce their necessary existence. The transformation of the working environment, by the introduction of new technologies in companies and the use of them as working or communication tools, leads to rethink the exercise of these rights. On one hand, technologies can be used as instruments for collective action. Then, they are likely to extend the power of those who use them by offering them the opportunity to act differently, to communicate or to put pressure on the company differently. On the other hand, the introduction of technologies into the company, the implementation of new ways of organizing the work through technologies and the use of them, introduce risks for the working community. Therefore, the implementation of the rights of collective action aims to prevent these risks and, if necessary, to react when the risk is realized. The creation of new working communities, which could not have existed without the technologies, still requires that rights of collective action be provided to defend the interests of their members. Nonetheless, the legal regime for collective action does not necessarily meet all of these issues. While exploring the way in which collective action rights apply in an environment exposed to technological mutations, this thesis also proposes avenues of evolution of the law applicable to collective action that technological mutations put to the test.