1	British IRHRM Environments and Ideology Lecture 1 of 7
2	Administrative Reading for Next Class
3	Review Theoretical frameworks of IRHRM Canadian IRHRM ‑ similarities with and differences from USA
4	Today Themes of British IRHRM Contexts Ideology
5	I. Themes of British IRHRM Voluntarism Self‑reliant trade union movement relying on collective bargaining Tradition of minimal government intervention Dramatic shift away from voluntaristic approach Impact of European Union
6	II. IRHRM Environments in Britain Political Context Population Form of Government Constitutional Monarchy Parliamentary Democracy
7	II. Politcal Context Parliamentary Democracy In effect ‑ system is almost unicameral Parties Conservative ‑ Tory Labour Liberal Democrats Independent parties & factions based in Scotland and N. Ireland Few of the checks and balances familiar to Americans Stability
8	May 2005 Election Party Percentage Seats Labour 35% 356 Conservative 32% 197 Liberal Dems 22% 62 Other 11% 31
9	II. Contexts - Technological Modern industrial economy Highly industrialized High productivity and standards of living Britain as a trading nation Much more open economy than the USA No substantial agricultural exports but does produce most of its own food Resources
10	II. Contexts - Economic Background Industrial Revolution ‑ 1760 Dominated 19^th Century World Economy Post World War II Living standards improved steadily to mid‑1970's Loss of exploitable colonial possessions
11	II. Economic Context Conservative government relied on restrictive monetary and fiscal policies to combat inflation 2005 unemployment rate 4.7% Taxation and Government spending Highest percentage of part-time workers in the course (2004)
12	III. Ideology Consistency Over‑all Society Labor and Management Substantial differences in policy areas Since 19th century labor movement constitutional in orientation Traditionally both disliked compulsory government intervention
13	Next Time – Actor Historical Development of British Unionism Modern British Union Movement Trades Union Congress
14	British IR ‑ Trade Unionism Lecture 2 of 7
15	Administrative Reading for Next class
16	Review ‑ Contexts of British IRHRM Constitutional Monarchy and Parliamentary Democracy Technologically advanced Poor relative economic performance for early post‑war period Ideologically as stable as anywhere in the world
17	Today Historical Development of Unionism Modern Trade Union Movement Operation of the TUC
18	I‑ Historical Development of British Trade Unionism Origins 1st evidence of attempt at permanent organization 1387 Real beginnings of unions as permanent and important organizations in mid‑18th century Trades Union Congress Founded 1868 Function initially political
19	I‑ Historical Development of British Trade Unionism 1880's dominant union creed changed 20th Century By 1920 unskilled and general workers 30% of unionists May 1926 General Strike Rapid growth of unions from mid 1950's into late 1970s
20	II‑ Modern British Union Movement Extent 2004 unions 26% of labor force ‑ peak 55% 1979 Public sector most highly organized part of economy Dramatic decline in number of unions by merger and amalgamation continues with some quite large unions
21	II‑ Modern British Union Movement Structure Almost no pure craft or industrial unions Largest unions traditionally general TUC
22	Operation of Unions Limited funds Officers Few full‑time Large group of shop stewards Focus on bargaining
23	Shop Stewards Traditionally Inside work place, stewards represent only members of their own unions In large workplace, stewards elect chief steward Reflected multi-unionism in many cases
24	III‑ Operation of the T.U.C. Little formal authority over affiliates Principal function is to act as spokesman with government
25	Next Time Labour Party Employer Organization for IRHRM Government Organization for IRHRM
26	British IRHRM Labour Party, Employer and Government Organization Lecture 3 of 7
27	Administrative Reading for next class
28	Review ‑ British Trade Unionism First among skilled and later unskilled Unions grew up to 1979 and have declined to about 26% since Very limited financial and personnel resources Structure and Functions of TUC
29	Today Worker Organizations – the Labour Party Labor political involvement – other parties Employer Organization for IRHRM Government Organization for IRHRM
30	I‑ Worker Organization‑ The Labour Party Origins Party developed from several attempts beginning in 1887 Until 1919 only unions could affiliate Party leader since 1994 - Tony Blair
31	I‑ Labour Party The Labour Party and the Unions Unions used to dominate party mechanisms Unions dominated Party finances 1990s Party changed to "one member one vote"
32	I‑ The Labour Party and the TUC No organic link between the TUC & the Labour Party Labour came to power in 1974 on the basis of explicit understandings with the TUC - "The Social Contract"
33	Blair and the Unions Blair and TUC Convention Labor and Employment Legislation Labour Government and Strikes Iraq War has created further real strains with the unions
34	II‑ Labour Political Involvement ‑ Other Parties Conservatives The Communist Party Significant minority of union officials are party members especially stewards Not much evidence Communist shop stewards behave differently from other militant shop stewards
35	III‑ Employer Organization for IRHRM Employer Associations ‑ origins 1800s More employer cooperation than in U.S. or Canada Traditionally employers joined industry associations Legal advice to members and lobbying Parliament
36	III‑ Employer Organization for Industrial Relations The Confederation of British Industry CBI formed in 1965 Focus on IR and HR issues CBI doesn't bargain and has little formal authority over its affiliates Institute of Directors
37	IV‑ Government Organization for IRHRM Traditional Government Approach Limited intervention in industrial relations Most intervention has been by the courts applying general principles of civil or criminal law Other specific intervention (i.e. legislation) was largely designed to created immunities or protection for unions from the judicial system Government began to take a more active interest around 1970
38	IV‑ Government Organization Advisory Conciliation and Arbitration Service Central Arbitration Committee Government as Employer Traditionally much more important than in USA In 1980s and 90s all nationalized industries and most public utilities sold off
39	Next Time History of British Public Policy on IRHRM
40	History of British Public Policy on IRHRM – Procedural Rules Lecture 4 of 7
41	Administrative Reading for next class Paper Reminder
42	Review Contexts Parliamentary Democracy Technologically Advanced Relatively poor economic performance Trade Union Movement and Labour Party Employer and Government Organization for IRHRM
43	Today History of British Public Policy on IRHRM 1970s – the Rise of Legal Intervention into Unionism and Collective Bargaining
44	I‑ History of British Public Policy on Labor Relations Various legal impediments to union activity Masters and Servants Act "The Document Most serious obstacles to unions, bargaining and striking removed by legislation of 1875‑76
45	I‑ History of British Public Policy on Labor Relations Public Policy through the 1930's Trade Disputes Act of 1906 said employers couldn't sue unions for damages Trade Union Act of 1913 made union political activities legal Emergence of free collective bargaining and government restraint in the post- World War I period
46	I‑ World War II and After Arbitration system during World War II Replaced with a new arbitration system 1951‑59, but one the unions didn't mind since there were no prohibitions on striking Wages Councils Act of 1959
47	I‑ 1950s and 1960s No compulsion to recognize No obligation to bargain No prohibition of victimization Almost no regulation of bargaining content Almost no regulation of industrial conflict Agreements not enforceable in court & often of no specified duration Voluntarism
48	II‑ The 1970's ‑ the Rise of Legal Intervention into Collective Bargaining The Industrial Relations Act of 1971 ‑ Modeled on Taft‑Hartley Much more complex Experience under the Act TUC mobilized affiliates not to register and expelled the 20 small unions that did Almost all repealed in 1974 in the aftermath of the Conservative defeat in election that year
49	II‑ The 1970's Aftermath of 1974 The Trade Union and Labor Relation Acts of 1974,76 Employment Protection Act of 1975 Other legislation in 1970s to protect individual rights Equal Pay Act Sex Discrimination Act
50	Next Time Recent Changes in British Public Policy on IRHRM
51	British IRHRM - Recent Changes in the Legal Environment Lecture 5 of 7
52	Administrative Reading for next class
53	Review Tradition of Government Non‑Involvement in IRHRM The Shift toward legislative intervention in the 1970's
54	Today Legislative Changes Under the Thatcher Government Blair Government Changes Current Legal Environment
55	I- Legislative Changes under the Thatcher Government Five separate pieces of legislation 1980-90 Regulated unions, collective bargaining, picketing and industrial conflict and a few related matters Designed to avoid the “all at once” approach of 1971 that helped bring down that Conservative Government
56	Regulation of Trade Unions Union officers must be elected every five years Elections of union officers by secret postal ballot Must poll members on whether to have political fund Outlawed Bridlington Principles
57	Regulation of Collective Bargaining Gradual elimination of closed shop Must get members to vote to reauthorize the “check off” every three years Employees have right to negotiate individual contract if they prefer
58	Regulation of Picketing Must be related to trade dispute Must be outside or near picket’s place of work Limited purposes Normally limited to six persons Secondary picketing
59	Regulation of Industrial Conflict Immunity from lawsuits limited Strikers not protected from “unfair dismissal” Non-strikers can’t be disciplined by union Regulation of unofficial strikes
60	Other Issues Outlawed commercial contracts requiring the use of unionized labor ILO found some of this to violate conventions on freedom of association and collective bargaining Dramatically raised rights of individuals above collective rights Brought courts deeply into IR
61	II- Blair Government Changes Approach Rejected militance and industrial disruption of early 1970s Sought to bring about partnerships between unions and employer Series of laws on both IR and employment issues EU Policy Directives
62	Unions and Union Recognition Still encourages voluntary recognition Elections First Contract Bargaining Discrimination against unionists Can’t offer employees inducements to remain non-union or to avoid collective bargaining Public sector similar to private sector
63	Workplaces – Union and Nonunion All employers must have grievance/disciplinary procedure Employers must consult with union or employee representatives over planned redundancies or work transfers Right to assistance
64	Employment Issues April 1999 introduced first national minimum wage in Britain's history Hours and Holidays Flexible scheduling Paid sick leave Unfair Dismissal Protection Consultation
65	Discrimination Religious discrimination prohibited Discrimination based on sexual orientation prohibited 2005 drafting legislation to prohibit age discrimination
66	III- Current Legal Environment Collective bargaining still relatively unencumbered but agreements unenforceable Shift toward increased intervention Unions and Bargaining Minimum wages and Discriminations
67	Next Time Rule making – Collective Bargaining Rule making – Industrial Conflict
68	British IR - Collective Bargaining and Industrial Conflict Lecture 6 of 7
69	Administrative Reading for next class
70	Review Traditional Voluntarism of British Approach Dramatic Increases in Union and Bargaining Restrictions under Conservatives Changes under Labour since 1997
71	Today Rule-making – Procedural Rules Workplace Bargaining Industrial Conflict
72	I‑ Procedural Rules - Collective Bargaining Formerly prevalence of industry‑wide bargaining 2004 approximately 35% of employees covered by collective bargaining Prior to 1980, importance of informal workplace bargaining Now replaced largely by formal workplace mechanisms
73	I‑ Procedural Rules: Civil Service Pay Determination Traditionally based on comparability with private sector ‑ biannual survey Thatcher Government stopped the surveys Imposition of cash limits to constrain bargaining Government has also discontinued availability of arbitration at request of either party
74	II‑ Substantive Bargaining Issues Wages Work Hours Holidays and vacations Overtime premia Shift premia Union Security Local work rules Piece rates and incentive rates
75	III‑ Industrial conflict 1950's through 1970s Overall level of conflict not high but perceived to be high Most strikes small, short and unofficial‑ coal, autos, shipbuilding esp. strike prone Frequent use of non‑strike sanctions, esp. work‑to‑rule and overtime ban Peak reached 1970-74 under Heath Government
76	III‑ Industrial conflict Economic deterioration under Thatcher weakened unions and reduced strikes to record low levels Coal Strike of 1984‑85 Most important strike since 1926 Lasted full year, March to March Complete defeat for miners and their Marxist president, Arthur Scargill
77	III‑ Industrial conflict Annual average work days lost per 1000 workers 1994-2003 2nd lowest in course after Germany and quite similar to USA 1998-99 levels at historic lows Unions claim it is now so hard to conduct legal strike in Britain that the country is in violation of ILO conventions
78	Recent Strikes and Strike Patterns Still pattern of limited short strikes and non-strike actions 2002-3 national strike by Fire Fighters November 2004 Civil Service held one-day national strike
79	Next Time Incomes Policy Administrative Rules – Grievance Procedures Other Issues
80	British IR - Incomes Policy, Grievance Procedures and Other Issues Lecture 7 of 7
81	Administrative Reading for next class – Sweden First paper due soon
82	Review National and Workplace Bargaining Growth of decentralized bargaining mechanisms Traditional pattern of conflict ‑ unofficial strikes Weak unions produce little but bitter conflict in 1980s
83	Today Tri-lateral Bargaining – The Impact of Incomes Policy Administrative Rules – Grievance Procedures Themes Comparisons
84	I‑ Trilateral Bargaining‑ The Impact of Incomes Policies 1950s-1970s continual balance of payments crises Sometimes just exhortation Frequently formal statutory policies
85	I‑ Trilateral Bargaining‑ The Impact of Incomes Policies The Social Contract Explicit understanding between unions and Labour Party prior to and after 1974 election Unions promised wage restraint in return for legislative changes in bargaining, social and economic areas Labour party offered TUC response Broke down 1978‑79 “winter of discontent” Helped produce Thatcher victory Social Contract dramatically increased effective role of TUC in bargaining in that brief period
86	II‑ Administrative Rules ‑ Grievance Procedures Many industry‑wide agreements had grievance procedures Typically proceed step wise as in U.S.‑ Most grievances settled in plant Often terminated by strike‑i.e. deal similarly with disputes over interests and rights Since agreements not enforceable, these procedures aren't either Widespread habit of ignoring or short‑circuiting the procedure 1st level supervision often by‑passed Unconstitutional strikes ‑ in past quite prevalent in engineering industry
87	II‑ Grievance Procedures Recent very active role of tri-partite industrial tribunals in some of these issues but especially in areas of individual rights unfair dismissal redundancy equal pay Statutory requirement now for both unionized and non-unionized employers to have grievance procedures
88	III‑ Themes Voluntarism Self‑reliant trade union movement relying on collective bargaining Tradition of minimal government intervention Dramatic shift away from voluntaristic approach Impact of European Union
89	IV. Comparisons How Does Britain Compare to Canada and the United States? What are the strengths of the British system? What are its weaknesses?
90	Next Time IRHRM in Sweden Check Atlapedia and Labourstart