Maybe it is better to take a step back at what we're trying to accomplish exactly, rather than discuss differences in how the labour market works in different countries (which is quite interesting in itself, but maybe not quite well placed on this list).
Lodewijk
On Wed, Mar 9, 2016 at 9:31 PM, Thyge ltl.privat@gmail.com wrote:
In Denmark, employees are entitled to elect representatives as members of the board of directors of incorporated companies with more than 35 employees. They are elected between the employees, and it is not depending on union participation.
Thyge
2016-03-09 18:22 GMT+01:00 Derek V.Giroulle derekvgiroulle@wikimedia.be:
In belgium three trade unions would at any one time have one or more representatives in any one company depending on the size of the work
force,
some specialised trade unions like the railwaymen would represent large special interest groups The TU would have their members and the only moment they would compete
for
members is when they present candidates in social elections Companies that have no work force representation (becaue of their size) would get visits from TU officials if there are problems to discuss those issues with the management, nothing like " recognizing " the unions would unite to represent the workforce. The national railroad company tried to impose such a system and it isn't working ... if the drivers union isn't invited to talks about issues involving their members.. trains are not running ... as happend nearly 2 dozen times last year
Derek
On 09-03-16 14:50, Risker wrote:
Some historical context may be useful here, Gerard. The reality is
that,
while many workplaces aren't unionized in North America, there are also many workplaces where there is serious competition between two or more unions to represent the same employees. In many parts of Canada and the U.S., the issue of recognition mainly relates to the employer not being obliged to recognize a specific union that has not received support from 50% or more of the staff; in fact, in some locations employers may only recognize unions that receive greater than 50% staff support.
It may not be something that is commonly seen in Europe, but I
personally
have observed truly shocking behaviour (threats, harassment, shunning in the workplace, etc.) on the part of trade unions that are competing to unionize the same employees. This is more commonplace when two
companies
are merging to form a single new company if the employees had different unions at the predecessor companies. And in many parts of North
America,
we have seen companies shut down unionized branches and expand non-unionized branches. Less than 12% of the United States workforce is unionized; it is not as enculturated in the US as it is in Europe.
None of this has any bearing whatsoever on the Wikimedia Foundation; I have no doubt it would follow the applicable legislation should the employees wish to unionize.
Risker/Anne
On 9 March 2016 at 08:12, Gerard Meijssen gerard.meijssen@gmail.com wrote:
Hoi,
It is a travesty when it is up to an employer to recognise a trade
union.
The question is very much what is implied by such a recognition. It may be cultural but I would consider the WMF seriously flawed when it is not willing to recognise the right of employees to be organised.
A trade union often provides legal aid when necessary and no way in
hell
should a company be allowed to interfere in this. Thanks, GerardN
On 9 March 2016 at 13:06, Andy Mabbett andy@pigsonthewing.org.uk wrote:
On 9 March 2016 at 09:50, Derek V.Giroulle <
derekvgiroulle@wikimedia.be>
wrote:
Wikimedia UK does have anything to say about unions its employees
are
free
to join a union
The issue is not whether anyone "is allowed to join" a trade union; but whether that trade union is recognised by the employer.
-- Andy Mabbett @pigsonthewing http://pigsonthewing.org.uk
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