Employee Relations in Context

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CIPD Publishing, 2000 - Employees - 455 pages
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In this introductory book – written from a managerial perspective – the focus is on the diffuse roots, complexities and varieties of British employee relations practices. It puts employee relations into its wider socio-economic contexts and seeks to provide a framework within which students of personnel and development can identify and understand the role of management in managing the employment relationship, contextually, operationally and strategically.The text seeks to be analytical, academic and rigorous in its approach and emphasises the contingent nature of employee relations management. Contingency means that that there are not only choices andalternative approaches for management in taking decisions in employee relations, but also constraints and limitations on areas of managerial discretion in managing employees. In line with its managerial thrust, and compared with other texts on the subject, this one also provides opportunities for developing the competency of students, by enabling them to apply their knowledge and skills of employee relations to practical situations. This practical approach to employee relations management is underlined by the conceptual, theoretical and empirical content of the chapters and by the assignments at the end of them. These assignments require students to do wider reading, undertake activities and problem-solve real-life issues.
  

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Contents

An Overview of Employee Relations
3
The Parties in Employee Relations
27
Complaints heard by employment tribunals
57
Processes of Employee Relations
67
PART 2
69
General principles clauses in procedural agreements
76
Union recognition and facilities procedure
77
Procedure for individual grievances
78
The TUCs definition of union means
282
The TUCs definition of union methods
283
Trade union strategy
287
The bargaining agenda for TUC unions since the 1990s
288
ETUC policy on EMU
300
Reforms to the Community treaties supported by the ETUC
301
The law and trade union membership
302
Unjustifiable union discipline
305

Procedure to avoid collective disputes
79
Procedural clauses in newstyle collective agreements
81
Main employment protection rights
93
Main membership rights of trade unionists
94
Rights of independent recognised trade unions and timeoff provisions
95
The rights and responsibilities of works councils in Germany
98
Economic and Legal Policy
104
Major tax incentives 197997
112
The Changing Contexts of Employee Relations
129
NonUnion Firms Employee Involvement
179
Information provision and channels
187
Examples of information on company progress
188
Collective Bargaining and Joint Consultation
218
Advantages of multiemployer bargaining
236
Disadvantages of singleemployer bargaining
237
Main features of newstyle collective agreements
249
Functions of joint consultative committees
260
Examples of joint consultative committee rules
261
Management and Trade Unions
266
Trade union policy
275
The TUCs definition of union objectives
280
Clauses in recognition agreements
312
Public Policy and the European Social
326
the challenge
338
Major developments in European integration since 1951
362
Coverage of the Social Chapter
364
Collective industrial action
371
Key points for management in preparing for industrial action
394
Possible responses by employers to industrial action
398
The Skills of Employee Relations
405
Uses of adjournments during negotiations
412
Interpersonal and analytical skills in negotiation
413
Handling grievances
414
Basic elements of a grievance procedure
415
Example of grievance procedure
416
Discipline at work
420
Principles of natural justice in employment
422
The law and dismissal
426
Principles of binding arbitration in individual employment disputes
431
Managing redundancy
432
AUTHOR INDEX
441
Copyright

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