1
|
- Lecture 1 of 4
- Themes and Contexts
|
2
|
|
3
|
- Extensive versus Limited Legal Intervention ‑ both becoming more
legalistic
- The Bargaining Systems
- Differences and similarities in structure
- Differences and similarities in topics
- Conflict ‑ differences in patterns
|
4
|
|
5
|
- Voluntarism
- Corporatism
- System that promotes technical progress and economic growth
- Recent changes in all of those features
|
6
|
- The Political Context
- Population of 9 million 2005
- Parliamentary Democracy and Monarchy‑1 house Parliament -
proportional representation
- Social Democratic Party (SAP)
|
7
|
- Other Parties
- Center
- Liberal
- Moderate
- Christian Democrats
- Left Party
- Greens
- New Feminist Party 2005
|
8
|
- Politically very stable system
- Voting patterns quite class based
- Member EU since 1995
|
9
|
- Technological Context
- One of most technologically advanced countries in the world
- Among highest levels of labor productivity in world
- Per capita highest level of computers and robots in world
- Standard of Living
- Rose rapidly in post‑war period
- GDP per capita
|
10
|
- Well‑endowed with natural resources
- Principal goods‑producing industries
- Mining
- Forestry
- Manufacturing
|
11
|
- Economic Context
- One of most open economies in world
- Welfare State
- Comprehensive free medical care
- Unemployment benefits
- Poverty virtually non-existent
|
12
|
- Taxes ‑ Among most highly taxed people in world
- Distribution of work force
- Highest labor force participation rates in world
- Highest female participation rates of all developed countries
- Unemployment Rate
|
13
|
- Capital predominantly in private hands
- High labor costs
|
14
|
- Ideology
- Labor Movement
- Employer Organization
|
15
|
- Lecture 2 of 4
- Ideology, Labor Movement, Employer Organization
|
16
|
- Reading for Next Class
- Paper Reminder – 10/24
|
17
|
- Parliamentary Democracy
- Technologically Developed
- Highly Productive Welfare State
|
18
|
- Ideology
- Unions
- Alternative Federations
- Social Democratic Party
- Employer Organization
|
19
|
- Societal Ideology
- Party Ideologies on IRHRM
- Ideologically overall this system shows as much compatibility as any
|
20
|
- Manual unions organized by industry
- Union Structure
- Well developed plant structure
- Branch level or local
- National Union
|
21
|
- Largest unions
- Union finances
- Principally dues
- Unions have some sizable business investments
|
22
|
- One of highest in world
- Reasons
- Cultural
- Ideological
- Training
- Unemployment benefits, and some others, run through unions
|
23
|
- Confederation of Swedish Trade Unions
- Founded 1898 as SAP affiliate
- Membership
- LO probably the most centralized & powerful union center among the
western nations
- High powered economic research unit
|
24
|
- TCO ‑ Central Organization of Salaried Employees
- SACO ‑ Swedish Confederation of Professional Associations
- LO has organized about 90% of potential members and TCO and SACO about
80%
|
25
|
- General Relationship to Unions
- Structure of the Relationship
- Affiliation is by and through union branches
- LO, no formal affiliation
- Left Party
|
26
|
- Structure - SAF
- Swedish Employers’ Confederation
- Association of associations
- Financial Structure
- Unaffiliated to political parties
|
27
|
- Policy
- Powers
- Public sector has separate negotiating groups
|
28
|
- 2001 SAF merged with Federation of Swedish Industries
- New organization is the Confederation of Swedish Enterprise - SN
|
29
|
- Government Organization
- Procedural Rules – Law
- Procedural Rules – Collective Bargaining
- Substantive Rules
|
30
|
- Lecture 3 of 4
- Government Organization, Law, Collective Bargaining and Substantive
Rules
|
31
|
- Reading for Next Class – second reading on Sweden
- Collect papers
|
32
|
- Parliamentary Democracy in Highly Developed Welfare State
- Extensive unionization in occupationally divided unions
- Close relations to party which is usually in power
- Highly organized employers
|
33
|
- Government Role
- Framework of Procedural Rules
- Voluntary Framework of Rule Making – Collective Bargaining
- Substantive Rules
|
34
|
- Government has traditionally abstained from interference in substantive
terms in the private sector
- Government employees able to negotiate and strike
- 1993 Government temporarily set aside some aspects of certain collective
bargaining agreements that unions had negotiated
|
35
|
- Basic legal framework established in 1928 Act
- Collective Bargaining Agreements legally enforceable and peace
obligation imposed while agreements in force
- Labor Courts to interpret and enforce agreements
- 1936 Act required union recognition on request
|
36
|
- Shift toward increased legal intervention 1970s
- 1974 law extended collective bargaining obligation
- Act on Joint Regulation of Working Life ‑ 1976
- Other changes which are important but don't regulate collective
bargaining per se
- 1972 law gave unions right to appoint 2 voting representatives on the
board of each company with >100 employees
- Work Environment Acts of 1974 and 1978 gave unions major role in
workplace safety
|
37
|
- Collective bargaining widespread and almost universal for manual workers
- The Basic Agreement
- LO and SAF negotiated agreement in 1938
- Compromise based on economic growth
|
38
|
- The Basic Agreement
- Established Labor Market Committee to deal with issues arising under
the agreement
- Describes the negotiation procedures
- Hiring, layoffs, etc. ‑ Management given complete discretion here
as long as no anti‑unionism
- Handling of disputes threatening essential services
|
39
|
- Initially industry‑wide bargaining
- In 1941 LO expanded its right to be present at industry negotiations to
the right to make proposals
- Equivalent powers on SAF side.
Since 1905 no affiliated association can sign industry agreement
without SAF approval
- National Framework Agreements
- Beginning 1956 industry negotiations preceded by framework agreement
negotiated by LO and SAF
- These set cost limits on industry agreements
|
40
|
- Central & industry level bargaining has been carried out by elite of
LO & SAF
- 1990 SAF said it would again refuse to negotiate framework agreements
- 1990s employers seemed to be trying to move bargaining down from
industry to enterprise level
- 1997 revisions
|
41
|
- Legislatively determined
- Traditionally little of this but trend has been toward more
- Now covers hours of work, holidays, social insurance and safety
- Determination by Negotiations
- "December Compromise" LO & SAF 1906
- Traditionally, then, management insisted on & unions allowed full
scope to modernize, rationalize, automate, etc..
|
42
|
- Wages
- In past, central negotiation had been the crucial level
- LO policy of "wage solidarity" accepted reluctantly by SAF
- Equal pay for equal job
- Narrowing wage differentials
- Women earn 89% men's wages, highest ratio anywhere
|
43
|
- Determination by Negotiations
- Industry‑wide v Local issues
- Typically industry agreements specify minimum wages
- Widespread use of piecework (2/3 of employees)
- Piecework negotiations major activity of factory clubs
- Less vacation and holiday time than Germany and France but more than
other countries in course
- Quality of Worklife Issues
- Sex Discrimination
|
44
|
- Conflict
- Administrative Rules
- Comparisons
|
45
|
- Lecture 4 of 4
- Conflict, Administrative Rules, Comparisons
|
46
|
- Reading for next class - France
|
47
|
- Organization of Employers and government
- Legal Framework and its changing Direction
- Outline of Bargaining System
|
48
|
- Industrial Conflict
- Administrative Rules – Enforcement and Interpretation of Agreements
- Themes and Comparisons
|
49
|
- Early History
- At start of 20th century Sweden had one of the highest
levels of conflict in the world
- Post-World War II period union leadership came to see strikes
negatively and level dropped to one of lowest in world
- Limitations and restrictions on conflict
- Must give 7 days notice of industrial action
- No strikes during agreement
|
50
|
- Limitations and restrictions on conflict
- On union side
- Secret ballot
- Even then executive can over-rule
- LO secretariat has final say.
TCO does not
- On employer side, SN must consent to all lockouts & may order
employers to lockout
- Virtually never replace strikers
|
51
|
- Since 1945
- Few official strikes
- 1980 worst conflict since 1940s and gave Sweden worst strike record of
all major countries for that year
- 1999-03 - Higher work days lost than Germany or Britain but lower than
other countries in course
|
52
|
- Toys-R-Us affair
- 1995 3-month strike against this American Co.
- Company refused to sign agreement negotiated by retail employer
association and recommended by mediator
- Company also issued rules Swedes found insulting
- Unions insisted company would have to abide by Swedish practices or
close down
- Signed individual agreement but virtually identical to industry one
|
53
|
- Procedure
- Most bargaining agreements have detailed provisions for negotiation of
grievances
- Then usually Labour Courts (tri‑partite)
- Accordingly, in Sweden like Canada and the US, no‑strike
understanding is collateral to a comprehensive disputes procedure
|
54
|
- Voluntarism
- Corporatism
- System that promotes technical progress and economic growth
- Recent changes in all of those features
- Comparisons to other systems
|
55
|
- Begin France
- Check Atlapedia and Labourstart
|