The UK's third statutory trade union recognition procedure appeared to havethrown unions a lifeline following many years of unfavourable legislation andattacks on their immunities. This book suggests that, despite the vastmajority of new agreements being voluntary in nature, the statutoryprovisions do not encourage voluntary negotiations in every case. There is stilla resistant trend towards unions generally even if recognition cases vary interms of employer orientations. This book identifies weaknesses in theprocedure allowing employers to use this ambiguous state regulation as ameans of avoiding recognition, but also suggests that opposition is notextensive. The book identifies how despite reacting to the provisions in a proactivemanner certain union strategies may actually hinder recognition.Debates have centred on whether the promotion of cooperative relationsmight marginalize unions. The book suggests that unions are often reactiveto employers' agendas resulting in a restricted role. Although limited rolesmay subsequently lead to a greater involvement. This book would be ofparticular interest to industrial relations and HRM academics, practitionersand unions alike.
Statutory Trade Union Recognition Procedure in the UK- Assessing the Impact
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The UK's third statutory trade union recognition procedure appeared to havethrown unions a lifeline following many years of unfavourable legislation andattacks on their immunities. This book suggests that, despite the vastmajority of new agreements being voluntary in nature, the statutoryprovisions do not encourage voluntary negotiations in every case. There is stilla resistant trend towards unions generally even if recognition cases vary interms of employer orientations. This book identifies weaknesses in theprocedure allowing employers to use this ambiguous state regulation as ameans of avoiding recognition, but also suggests that opposition is notextensive. The book identifies how despite reacting to the provisions in a proactivemanner certain union strategies may actually hinder recognition.Debates have centred on whether the promotion of cooperative relationsmight marginalize unions. The book suggests that unions are often reactiveto employers' agendas resulting in a restricted role. Although limited rolesmay subsequently lead to a greater involvement. This book would be ofparticular interest to industrial relations and HRM academics, practitionersand unions alike.
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