Trade Union Recognition And Collective Bargining

Read Complete Research Material


Assess The Significance For Employees Of The Decline In Trade Union Recognition And Collective Bargaining

Assess The Significance For Employees Of The Decline In Trade Union Recognition And Collective Bargaining


Trade union recognition and collective bargaining

Lewis and Sargeant (2009) and Kersley et al (2006) postulate trade union recognition is trade unions recognised by an organisations which is entitled to represent all employment rights. Recognised unions implement collective bargaining activities to employers representing employees in contrast which is an important feature to labour relation. These activities include bargaining over pay, teams and conditions, holidays, pensions and hours. Hutchinson (1994) advocates employers have full liability to recognise or not recognise the union and have an impact on the nature of what the recognition proposes within the workplace. According to The Employment Relations Act 1999 and 2004, in a workplace a trade union can approach and apply to the CAC for consent of declaration for recognition of trade unions moreover this is to conduct collective bargaining however this can only be done in certain situations such as employees have to be in a bargaining unit.

The decline in Trade Union recognition and collective Bargaining

Machin (2005) researched, 1979 was the peak of trade union membership in Britain furthermore, year by year unionisation has decreased. Throughout the research it was found that approximately 13 million employees were members of trade unions in the late 1970s hence a percentage of 58% employees having membership and 70% of employees had representation of collective bargaining over pay. It is understood that the decline in the trade union recognition and collective bargaining started in the 1980. Research highlights from (Brown 2008) in 1980, an identification whereby a collapse of employees joining union membership occurred. The WERS 2004 highlights a continuing decrease in union recognition from 57% in 1998 to 49% in 2004. According to (Burchill 2008) due to the decline in collective bargaining, there has been a 20% decrease in the 20th century.

Factors For Decline

It can be argued that Margret Thatcher being the British prime minister representing the conservative party could have an impact into why trade union recognition and collective bargaining declining. Consequently Thatcher came into power in the 1980 with anti union legislation having restrictions and barriers on unions and the conservative government having a negative influence. (Tower 1989) justifies the conservative government to a certain extent may of had an impact on the decline in the recognition of trade unions and collective bargaining because of the anti union attitude and using a powerful force against them.

It is understood that there is some controversy of the significance for employees due to the decline in trade union recognition and collective bargaining. Firstly (Marsh 1990) highlights from research employees working conditions, wages and treatment by employers will get worst. By this it can be argued with the amount of representation for employees being less established and recognised by employers, impacts the representation on employees within a ...
Related Ads