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This study is about one of the most revolutionary developments in Denmark's metal industry in recent times. Ongoing digitalization and automation, paralleled with the transition to CO2-neutral production is not only changing work procedures but also disrupting industrial relations. As industrial relations are defined by the underlying power dynamics between labor market parties, these relations might also have changed. Since the 80s, unions have been forced to retreat. The discourse is that digitalized automation and decarbonization will lead to increased employment and that the labor-value of production, over time, will remain the same. Contradicting this is the fact (Barradas 2019) that the labor-value of production is decreasing while the employer's share of profit increasing. Despite digitalized automation and the transition to environmentally sustainable production allegedly leading to increased employment, industrial relations are being affected due to the labor-value of production is decreasing. This study is conducted in conjunction with “BARMETAL” (2022), a project financed by the European Union (EU) regarding the digitalization and automation as well as decarbonization of the European automotive industry. As the automotive industry is non-existent in Denmark, this study focuses on manufacturers in the metal industry. The extent of our engagement with the automotive industry is that one company analyzed is a supplier of catalysts to the automotive industry.  This research is conducted as a qualitative study including interviews and literature analysis. The participating companies  revealed minimal engagement in the transition to environmental sustainability, with the primary emphasis placed on the adoption of digital automation. This study is about one of the most revolutionary developments in Denmark's metal industry in recent times. Ongoing digitalization and automation, paralleled with the transition to CO2-neutral production is not only changing work procedures but also disrupting industrial relations. As industrial relations are defined by the underlying power dynamics between labor market parties, these relations might also have changed. Since the 80s, unions have been forced to retreat. The discourse is that digitalized automation and decarbonization will lead to increased employment and that the labor-value of production, over time, will remain the same. Contradicting this is the fact (Barradas 2019) that the labor-value of production is decreasing while the employer's share of profit increasing. Despite digitalized automation and the transition to environmentally sustainable production allegedly leading to increased employment, industrial relations are being affected due to the labor-value of production is decreasing. This study is conducted in conjunction with “BARMETAL” (2022), a project financed by the European Union (EU) regarding the digitalization and automation as well as decarbonization of the European automotive industry. As the automotive industry is non-existent in Denmark, this study focuses on manufacturers in the metal industry. The extent of our engagement with the automotive industry is that one company analyzed is a supplier of catalysts to the automotive industry.  This research is conducted as a qualitative study including interviews and literature analysis. The participating companies revealed minimal engagement in the transition to environmental sustainability, with the primary emphasis placed on the adoption of digital automation.

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This dissertation is concerned with "third-party" or "external" effects that pervade the economic dimension of human action. As an instance of these effects, actions in a specific market, the labor market, are isolated and studied. In the first part of the dissertation, the evolution of labor law in the United States is traced from the earliest recorded labor court case in 1806 through the present. In examining the dialogue surrounding changes in labor entitlements, it is found that the ubiquity of external effects in the labor relation has been historically recognized by lawmakers as they grappled with the design of optimal legal rules. The second part begins with an examination of economists' views of the labor relation. A survey of views indicates that economists have failed to approach labor actions in a manner that is both analytic and cognizant of the pervasive interdependence in labor. The concluding chapter of the dissertation attempts to integrate the disparate viewpoints of lawmakers and economists py viewing labor actions in a manner which highlights the external effects. Borrowing from the literature on "externalities," the chapter demonstrates that there exists a continuum of possible magnitudes of external effects in labor. / Doctor of Philosophy

The horticulture industry offers numerous unskilled and semi-Skilled job opportunities for qualified handicapped individuals. A mail survey of 557 private Virginia ornamental horticultural businesses was conducted to document the employment of handicapped persons and to investigate employers' perceptions of mentally handicapped workers. A response rate of 60% was obtained. Forty-two percent of the respondents reported employing mentally, physically or emotionally handicapped persons. Primary businesses which have employed mentally handicapped workers were associated with grounds maintenance, nursery/garden centers, and golf courses. Overall the employers' perceptions were favorable of the general work habits and entry-level horticultural skill competencies of mentally handicapped persons. This indicated a potential for employment / Master of Science

No / This article examines why employer opposition is stimulated by the introduction of statutory union recognition provisions in Britain, Ireland and the US. It examines the impact of the provisions for encouraging union organizing, which in turn stimulates employer anti-unionism, which then negates the intention of the provisions.

No / This paper examines the problem of effectively regulating the labour relations practices of multinational corporations. It focuses on the activities of the McDonald's Corporation in a number of European countries. The findings suggest that public and private codes of conduct have a very limited effect and that determined and well-resourced corporations can not only undermine regional forms of regulation - such as that provided by the European Union - but also, and to a considerable extent, national-level regulation. This is particularly evident in the area of independent trade union representation. Although its aim of avoiding collective bargaining and union recognition wherever possible is only partially successful, McDonald's appears to have developed a number of highly effective strategies for limiting the presence of trade unions at restaurant level, particularly in avoiding or undermining statutory works councils and union representation rights.

Yes / In this article we examine the industrial relations practices of three large European food retailers when they transfer the hypermarket format to other countries. We ask, first, how industrial relations in hypermarkets differ from those in other food retailing outlets. Second, we examine how far the approach characteristic of each company’s country-of-origin (Germany, France and the UK) shapes the practices adopted elsewhere. Third, we ask how they respond to the specific industrial relations systems of each host country (Turkey, Poland, Ireland and Spain).