By Jeremy Waddington
The construction of ecu Works Councils is arguably crucial degree taken in worldwide business kin in recent times. followed with the first objective of facilitating European-level staff’ participation in information-sharing and session in multinational businesses, EWCs have additionally been important to a wide-ranging strategy of institution-building on the ecu point. eu Works Councils charts the expansion within the variety of EWCs and the advance of practices linked to EWCs among 1994, whilst laws on EWCs used to be followed, and 2009, while the preliminary laws was once amended. Drawing on unique, large-scale, survey information, the publication exhibits that the standard of knowledge and session is mostly terrible, therefore bringing into query the tender contact legislative method of worker participation of the eu fee.
The reforms applied inside alternate union companies to deal with the improvement of EWCs are explored, including the projects taken to increase the position of EWCs past details and session to include negotiation. Articulation among EWCs and alternate union agencies is proven to be crucial to EWCs as associations of knowledge and session, and as a method to steer managerial decision-making. equally, the advance of EWCs is proven to be a technique contested by means of employers’ corporations and bosses at the one hand and labour businesses at the different. the nature of this contestation guarantees that the class ‘EWC’ encompasses a wide variety of institutional varieties and practices.
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Extra resources for European Works Councils and Industrial Relations: A Transnational Industrial Relations Institution in the Making (Routledge Research in Employment Relations)
The principal forms of support provided include training; the provision of trade union experts, who may or may not attend EWC meetings; a means to develop systems of information exchange, communication, and networking; and mechanisms to articulate activities conducted at local, national, and transnational levels. There is certainly no single position on these issues to which all trade union organisations subscribe. In particular, trade unionists operating in dual systems of industrial relations, within which collective bargaining is separated from many workplace activities, tend to emphasise different approaches to the articulation of union activities than trade unionists located within single-channel systems of representation.
Details on these core provisions are included in Chapter 3. In addition to the core provisions, founding agreements tended to specify whether an EWC was to act as an employee-only institution, following the German model, or as a joint management-employee institution, following French practice; whether representatives from countries other than those signatory to the Directive were to attend EWC meetings and, if so, in what capacity (full members or observers); whether trade union organisations were to undertake a role within the EWC; and whether the minutes or some other record of the EWC meeting was disseminated throughout the company.
Each of these stages can usefully be regarded as a ‘type’ of EWC. Furthermore, there is something of a consensus on the stages through which this development might progress in developing a European identity that transcends the national interests of individual representatives. Lecher et al. (1999), for example, refer to four types of EWC, each of which corresponds to a particular stage of development: symbolic, service providers, project-oriented, and participatory, representing a progression from information committee to a social actor; whereas Marginson (2000), borrowing from Levinson (1972), identifies polycentric, ethnocentric, geocentric EWCs in a similar trajectory towards a European identity.