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Essays on Employment Relationship - the EU Social Partners, Term- Collective Bargaining, and Term-Employee Involvement Assignment

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The paper “ Employment Relationship - the EU Social Partners, Term- Collective Bargaining, and Term-Employee Involvement” is a meaningful variant of the assignment on human resources. In the context of employee relations explain what is meant by the employment relationship, and outline how it has changed over the years. Please give reasons why this might have been. The employment relationship is a term that refers to the legal notion used by various nations in explaining the relationship between employers and employees. This relationship exists when the employees work under given conditions and in return for remuneration.

According to ILO (2006), it is through the employment relationship that various rights and obligations are created between the employer and the employees. ILO (2006) regards it as a key point of reference for the determination of the nature and extent of the rights and obligations associated with employment in areas of social security and labor law. Changes in the World Bank and particularly in the labor market have led to the rise of new forms of an employee relationship. Deery (1999) adds that the government interventions in legal and institutional frameworks for the labor relation have eroded the application of collective norms to the employment relationship and the regulatory role of the individual tribunals.

The individualization of employment relations occurred due to various factors. Deery (1999) notes that during the 1980s and 1990s there was a rapid development of individualization due to the vigorous challenges that the successive conservative governments had on the legitimacy of the trade unions. Countries such as Britain removed most of the statutory and administrating supports for collective bargaining (Herriot 2002).

Similarly, in New Zealand, there was a dramatic shift away from the collectivist industrial relations as imposed by the New Zealand Employment Contracts Act 1991 which removed the long-standing system of arbitration and conciliation based on trade union representation and replaced it with a framework that emphasized on individual employment contracts (ILO 2006).  

References

Blanpain R., Ameglio, E. and International Society for Labour Law and Social Security 2004, The actors of collective bargaining: A world report: XVII World Congress of Labour Law and Social Security, Montevideo, September 2003, Kluwer Law International, London

CIPD, Thompson, P and Milsome S 2003, Reward determination in the UK, CIPD Publishing, London

Cummings, TG and Worley CG 2008, Organization development & change, Cengage Learning, Mason, OH

Deery S 1999, Employment relations: Individualisation and union exclusion: An international study, Federation Press, London

Gennard, J and Judge G 2005, Employee relations, CIPD Publishing, London

Geyer, R., Mackintosh, A and Lehmann K 2005, Integrating UK and European social policy: the complexity of Europeanization, Radcliffe Publishing, California

Herriot, P 2002, The Employment Relationship: A Psychological Perspective, Routledge, New York

ILO 2006, The employment relationship, Report V (1), International Labour Conference, 95th Session, 2006, Geneva

Marchington, M and Wilkinson A 2005, Human resource management at work: People management and development, CIPD Publishing, London

Robbins SP 2003, Organizational Behaviour: Global and Southern African Perspectives, Pearson South Africa, Cape Town.

Royle T and Towers B 2002, Labour relations in the global fast-food industry, Routledge, California

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