EdenteV2, Istex, Corpus, bibRecord, 004259

Twin Tracks—Employee Representation at Eurotunnel Revisited

Identifieur interne : 004259 ( Istex/Corpus ); précédent : 004258; suivant : 004260

Twin Tracks—Employee Representation at Eurotunnel Revisited

Auteurs : Paul J. Gollan

Source :

Industrial Relations: A Journal of Economy and Society [ 0019-8676 ] ; 2006-10.

RBID : ISTEX:862F2DED0CF7147876F8D72E087D0C672479AAFD

English descriptors

KwdEn :
- Alternative forms, Bryson, Case study, Collective bargaining, Collective representation, Company council, Company unions, Consultation, Consultation directive, Consultation regulations, Consultation rights, Consulting employees, Directive, Dundon, Employee, Employee concerns, Employee grievances, Employee information, Employee interests, Employee involvement, Employee relations, Employee representation, Employee voice, Employment relations, Employment relationship, European commission, European directive, Eurotunnel, Eurotunnel company council recognition survey, Eurotunnel consultation, Eurotunnel employees, Eurotunnel management, Exit option, Focus groups, General employee interests, General framework, Gollan, Greater voice, Grievance, Human resource management, Immediate workplace, Important issues, Industrial relations, Industrial relations journal, Kaufman, Little information, London school, Management decision, Management decisions, Management relations, Member states, Millward, More power, Ndings, Nonunion, Nonunion arrangements, Nonunion employee representation, Nonunion respondent, Nonunion respondent union respondent, Nonunion respondents, Nonunion voice arrangements, Partnership agreement, Representation, Representation arrangements, Representation survey, Respondent, Respondent union respondent, Such arrangements, Such structures, Such voice arrangements, Survey respondents, Tara, Trade union, Trade union recognition, Trade union representation, Trade unions, Twin representation, Union arrangements, Union issues, Union members, Union recognition, Union representation, Union representatives, Union respondent, Union respondent issue, Union respondents, Union voice arrangements, Unionization, Voice arrangements, Welfare capitalism, Work conditions, Work organization, Workforce, Workplace, Workplace employee relations survey, Workplace issues, Works council, Works councils.
Teeft :
- Alternative forms, Bryson, Case study, Collective bargaining, Collective representation, Company council, Company unions, Consultation, Consultation directive, Consultation regulations, Consultation rights, Consulting employees, Directive, Dundon, Employee, Employee concerns, Employee grievances, Employee information, Employee interests, Employee involvement, Employee relations, Employee representation, Employee voice, Employment relations, Employment relationship, European commission, European directive, Eurotunnel, Eurotunnel company council recognition survey, Eurotunnel consultation, Eurotunnel employees, Eurotunnel management, Exit option, Focus groups, General employee interests, General framework, Gollan, Greater voice, Grievance, Human resource management, Immediate workplace, Important issues, Industrial relations, Industrial relations journal, Kaufman, Little information, London school, Management decision, Management decisions, Management relations, Member states, Millward, More power, Ndings, Nonunion, Nonunion arrangements, Nonunion employee representation, Nonunion respondent, Nonunion respondent union respondent, Nonunion respondents, Nonunion voice arrangements, Partnership agreement, Representation, Representation arrangements, Representation survey, Respondent, Respondent union respondent, Such arrangements, Such structures, Such voice arrangements, Survey respondents, Tara, Trade union, Trade union recognition, Trade union representation, Trade unions, Twin representation, Union arrangements, Union issues, Union members, Union recognition, Union representation, Union representatives, Union respondent, Union respondent issue, Union respondents, Union voice arrangements, Unionization, Voice arrangements, Welfare capitalism, Work conditions, Work organization, Workforce, Workplace, Workplace employee relations survey, Workplace issues, Works council, Works councils.

Abstract

The introduction of the European Directive on Information and Consultation and the recent implementation of the Information and Consultation of Employees (ICE) Regulations into United Kingdom (UK) law have increased the focus on workplace representation arrangements. This paper examines the interplay between nonunion and union representative arrangements at Eurotunnel (UK) and assesses their effectiveness in representing the needs of employees over a 5‐year period. Importantly, the paper also examines the opportunities and challenges of both nonunion representation (NER) and union voice arrangements. The findings show that the effectiveness of nonunion structures as bodies representing the interests of employees in filling the lack of representation is questionable. However, union recognition through an employer–union partnership agreement has also raised important issues regarding the effectiveness, impact, and legitimacy of unions at Eurotunnel. The main implication of this research is that the existence of a mechanism—union or nonunion—for communication between management and employees at the workplace may not be a sufficient condition for effective representation of employee interests. In addition, while trade unions may provide greater voice than nonunion arrangements (thus the reluctance of management to accept such voice arrangements), the strength of voice is dependent on the legitimacy and effectiveness of trade unions in representing employees’ interests at the workplace. And that in turn depends on the union being perceived by the workforce as both representative and able to act independently. If the union cannot, it will not meet the needs of either employees or management—and could run the risk of being supplanted under the provisions of the new EU Directive on Information and Consultation with tougher requirements for compliance in terms of procedures for consultation and information disclosure.

Url:

https://api.istex.fr/document/862F2DED0CF7147876F8D72E087D0C672479AAFD/fulltext/pdf

DOI: 10.1111/j.1468-232X.2006.00445.x

Links to Exploration step

ISTEX:862F2DED0CF7147876F8D72E087D0C672479AAFD

Le document en format XML

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<abstract lang="en">The introduction of the European Directive on Information and Consultation and the recent implementation of the Information and Consultation of Employees (ICE) Regulations into United Kingdom (UK) law have increased the focus on workplace representation arrangements. This paper examines the interplay between nonunion and union representative arrangements at Eurotunnel (UK) and assesses their effectiveness in representing the needs of employees over a 5‐year period. Importantly, the paper also examines the opportunities and challenges of both nonunion representation (NER) and union voice arrangements. The findings show that the effectiveness of nonunion structures as bodies representing the interests of employees in filling the lack of representation is questionable. However, union recognition through an employer–union partnership agreement has also raised important issues regarding the effectiveness, impact, and legitimacy of unions at Eurotunnel. The main implication of this research is that the existence of a mechanism—union or nonunion—for communication between management and employees at the workplace may not be a sufficient condition for effective representation of employee interests. In addition, while trade unions may provide greater voice than nonunion arrangements (thus the reluctance of management to accept such voice arrangements), the strength of voice is dependent on the legitimacy and effectiveness of trade unions in representing employees’ interests at the workplace. And that in turn depends on the union being perceived by the workforce as both representative and able to act independently. If the union cannot, it will not meet the needs of either employees or management—and could run the risk of being supplanted under the provisions of the new EU Directive on Information and Consultation with tougher requirements for compliance in terms of procedures for consultation and information disclosure.</abstract>
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<identifier type="eISSN">1468-232X</identifier>
<identifier type="DOI">10.1111/(ISSN)1468-232X</identifier>
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<part><date>2006</date>
<detail type="volume"><caption>vol.</caption>
<number>45</number>
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<identifier type="DOI">10.1111/j.1468-232X.2006.00445.x</identifier>
<identifier type="ArticleID">IREL445</identifier>
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Twin Tracks—Employee Representation at Eurotunnel Revisited

Twin Tracks—Employee Representation at Eurotunnel Revisited

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