DOCSLIB.ORG

Reimagining the Governance of Work and Employment

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Reimagining the Governance of Work and Employment LABOR AND EMPLOYMENT RELATIONS ASSOCIATION SERIES Reimagining the Governance of Work and Employment Edited By Dionne Pohler Reimagining the Governance of Work and Employment Copyright © 2020 by the Labor and Em- ployment Relations Association. Printed in the United States of America. All rights reserved. No part of the book may be used without written permission, except in the case of brief quotations embodied in critical articles and reviews. First Edition ISBN 978-0-913447-19-2 Price: $34.95 LABOR AND EMPLOYMENT RELATIONS ASSOCIATION SERIES LERA Proceedings of the Annual Meeting (published online annually, in the fall) LERA Annual Research Volume (published annually, in the summer/fall) LERA Online Membership Directory (updated daily, member/subscriber access only) LERA Labor and Employment Law News (published online each quarter) LERA Perspectives on Work (published annually, in the fall) Information regarding membership, subscriptions, meetings, publications, and general affairs of the LERA can be found at the Association website at www.leraweb.org. Members can make changes to their member records, including contact information, affiliations, and preferences, by accessing the online directory at the website or by contacting the LERA national office. LABOR AND EMPLOYMENT RELATIONS ASSOCIATION University of Illinois at Urbana-Champaign School of Labor and Employment Relations 121 Labor and Employment Relations Building 504 East Armory Ave., MC-504 Champaign, IL 61820 Telephone: 217/333-0072 Fax: 217/265-5130 Website: www.leraweb.org E-mail: [email protected] Acknowledgments The idea for this project would have never materialized without encouragement from Ariel Avgar. And it would have never been completed without the guidance and support of Peggy Currid and Emily Smith. iii Contents PART I: INTRODUCTION ..............................................................1 Beyond 2020: Work and Employment in a Rapidly Changing World ....................................................................3 Dionne Pohler PART II: REIMAGINING CLASSIC GOVERNANCE APPROACHES ..................................................................................9 Chapter 1 If Nonstandard Work Is the New Normal, What Should We Do About It? ................................................................................11 Morley Gunderson Chapter 2 National Living-Wage Movements in a Regional World: The Fight for $15 in the United States .........................................................41 Jason Spicer, Robert Manduca, and Tamara Kay Chapter 3 Sectoral Bargaining: Opportunity and Dilemma for American Labor ............................................................................69 Nelson Lichtenstein Chapter 4 The Role of Collective Bargaining in the Digitized Workplace .................85 Rachel Aleks, Michael Maffie, and Tina Saksida Chapter 5 Social Partnership in Europe in the Aftermath of the Great Recession ...............................................................................113 Arianna Tassinari and Jimmy Donaghey v PART III: REIMAGINING NEW GOVERNANCE APPROACHES ..............................................................................143 Chapter 6 Immigration, Employment Relations, and the State: Tensions Between Internal and External Governance .......................145 Chris F. Wright and Stephen Clibborn Chapter 7 Multinational Corporations as Labor Regulators ..............................165 Greg Distelhorst Chapter 8 Emancipation in the Idea of Transnational Labor Law .....................183 Adelle Blackett Chapter 9 Basic Income Guarantees .................................................................... 193 Kourtney Koebel and Dionne Pohler Chapter 10 Guaranteed Jobs or Guaranteed Income? Lessons from a Canadian Jobs Program ...................................................................223 Marc-André Pigeon Chapter 11 Digital Kelsoism: Employee Stock Ownership as a Pattern for the Online Economy .......................................................................243 Nathan Schneider vi PART IV: DISCUSSANTS .............................................................267 Union-Side Professional What Is Old Is New Again: Unions and the Future of Work ...........269 Lisa Jordan Management-Side Professional Reimagining the Regulation and Governance of Work ....................283 Bill Dirksen Academic Sectoral Approaches to Workplace Regulation in the New Gilded Age ......................................................................................289 Sara Slinn About the Contributors .................................................................297 LERA Executive Board Members 2020–2021 ...............................302 vii PART I: INTRODUCTION 1 introduction Beyond 2020: Work and Employment in a Rapidly Changing World Dionne Pohler University of Toronto When I proposed this 2020 annual research volume to the Labor and Employment Relations Association almost two years ago, the title of the introduction chapter (which hasn’t changed) seemed completely banal to me. As I actually write the introduction to the volume in early April 2020, we are in the midst of a global pandemic. The world is changing more rapidly each day than I have ever expe- rienced in my lifetime. Because of this, it is becoming difficult to imagine what work and employment will be like beyond 2020. As of the time of writing, the number of confirmed coronavirus cases world- wide is approaching 2 million, and the number of deaths has surpassed 125,000. The pandemic is affecting at least 210 countries and territories. In an attempt to “flatten the curve” and avoid overwhelming healthcare systems, many countries have closed their borders and declared states of emergency. Many governments have ordered all nonessential businesses to cease in-person operations and have closed schools indefinitely. Labor-market statistics capturing the early effects of COVID-19 estimate that more than 20 million jobs may have been lost in the United States (more jobs lost than during the entire Great Recession) and that my own country (Canada) experienced the single biggest negative one-month shock to hours worked since 1976 (as far back as we have comparable data). I am sure the shock is similar for many other countries. It is unclear how long the physical distancing measures and de facto shutdown of the worldwide economy will last. And, even once governments slowly start to lift restrictions, it is unlikely we will see a return to normalcy in the near future. Which does bring forth the question: Is a return to normalcy what we really want anyway? It goes without saying, of course, that we would all like to see people stop dying from the virus and once again enjoy in-person celebrations with family and visits with friends. But do we wish to return to the way we have been organizing the economy over the past four decades or more? Do we want to simply fall back on pre-crisis approaches to governing work and employment? Are we comfortable with the reality that many of our essential workers are also among the lowest-paid in our societies? As the communitarian political philos- opher Michael Sandel recently opined in the New York Times, now is the time to “ask a basic question that we have evaded over these last decades: What do we owe one another as citizens?” 3 4 REIMAGINING THE GOVERNANCE OF WORK AND EMPLOYMENT Perhaps then, this volume is timely because it is about reimagining old ideas and proposing some new ones for the regulation of work and employment and the governance of our economies and labor markets. The first part of the volume revisits classic approaches to the governance and regulation of employment that solidified in the period following the world wars. Unions and collective bargain- ing, labor and employment laws, and social partnerships are, and will continue to be, important institutions in many countries. However, the volume also (re)imagines both old and new ideas for the governance of work and employment in a global, digital, post-industrial, and rapidly changing world. In the midst of a deadly pandemic, the world is slowly beginning to under- stand two things that will not surprise members of the industrial relations com- munity: (1) society’s most important existing resource to fight COVID-19 is our workers, and (2) the meaning and value of work to society is not necessarily synonymous with what the people who perform that work are paid, nor even with their level of education. Knowledge workers in the medical, epidemiological, and natural science com- munities are intently focused on modeling the evolving coronavirus and public health interventions, as well as on the rapid deployment of several countermea- sures, including testing and diagnostics; production of ventilators, masks, and other technologies for clinical management; and, ultimately, the development of an effective vaccine. Other similarly essential workers include not only healthcare professionals such as nurses and doctors but also agricultural workers, long-haul truckers and delivery drivers, personal support workers in long-term care facili- ties, public servants, utility maintenance and sanitation workers, daycare workers, and warehouse and grocery store clerks. These workers grow our food, care for the sick, transport food and medical supplies, ensure households receive clean water and income support, fix our utilities, pick up our garbage, feed the public, and care for our children and the most vulnerable. Several of these jobs are among the lowest
Load more

Recommended publications
  • CBC Rapport 2005 EN
    The Coordination of Collective Bargaining in Europe Annual Report 2005 Maarten Keune Senior Researcher European Trade Union Institute EUROPEAN TRADE UNION CONFEDERATION CONFEDERATION EUROPEENNE DES S Y NDICATS J o h n M o n k s , G e n e ra l S e c re ta ry B o u le v a rd d u Ro i Alb e rt II, 5 • B œ 1 2 1 0 B ru x e lle s • Te l: + 3 2 2 2 2 4 0 4 1 1 Fa x : + 3 2 2 2 2 4 0 4 5 4 / 5 5 • e -m a il: e tu c @ e tu c .o rg • w w w .e tu c .o rg 1 1. Introduction Exchange of information on the practices and outcomes of collective bargaining and wage formation is of ever greater interest to trade unions in Europe on account of ongoing economic integration. Increasingly they use such information as a reference to develop their bargaining strategies in their own countries and to coordinate it with developments elsewhere. It enables them to deal better with the increasing economic integration of Europe and to learn lessons from their colleagues in other countries. In some cases it also helps them to argue against employer and government strategies when they refer to developments abroad in support of their demands at home. All in all, such information allows trade unionists to cope more effectively with issues like competitive wage dumping, sectoral bargaining, collective bargaining in multinationals, etc. This report provides information on collective bargaining around Europe, focusing on the period 2002-2005.
    [Show full text]
  • The National Living Wage and Falling Earnings Inequality
    The National Living Wage and falling earnings inequality Abigail McKnight and Kerris Cooper Contents Key findings Implications for policy and practice The National Minimum Wage and the National Living Wage Earnings inequality and the NMW/NLW Relationship between NMW/NLW and earnings at 10th percentile Minimum wages can reduce inequality when set high enough Data Appendix: Annual Survey of Hours and Earnings Acknowledgements About the publication and the authors CASEbrief 38 Centre for Analysis of Social Exclusion March 2020 London School of Economics Houghton Street London WC2A 2AE CASE enquiries – tel: 020 7955 6679 Key findings • Inequality in weekly and hourly earnings has fallen since the introduction of the National Living Wage in April 2016. This is the first rapid fall since at least the late 1970s. • The replacement of the National Minimum Wage with the more generous National Living Wage for employees aged 25 and over has led to a compression in the lower half of the wage and weekly earnings distributions. • The National Living Wage now touches the 10th percentile of the wage distribution for all employees (which includes lower paid part- time employees) and the gap between the minimum wage rate and the 10th percentile of the wage distribution for full-time employees has narrowed markedly. Implications for policy and practice • Set high enough, with sufficient ‘bite’, minimum wages can be effective at reducing wage and earnings inequality. • Without a minimum wage (set either through collective bargaining or legislation), market set wages result in low paid workers being paid even lower rates. Increases in their wage rates, to rates approaching 60% of median pay, can be achieved without substantial loss of employment.
    [Show full text]
  • Ontario Living Wage Network Employer Guide 2020
    ONTARIOLIVINGWAGE.CA A Guide to Becoming a Living Wage Employer ONTARIO ONTARIOLIVINGWAGE.CA NETWORK A Guide to Becoming a Living Wage Employer CONTENTS Why become a Living Wage Employer?...........................................................................................3 Benefits of becoming a Living Wage Employer................................................................................3 What is the Living Wage?................................................................................................................3 Why is it necessary?........................................................................................................................3 Current Living Wage rates...............................................................................................................4 Conditions for becoming a Living Wage employer.............................................................................4 Phased Implementation...................................................................................................................4 Applying to become a Living Wage Employer..................................................................................5 License Agreement and Annual Employer Fees...............................................................................6 Support............................................................................................................................................7 Updating of the Living Wage...........................................................................................................7
    [Show full text]
  • Annual Pay Policy Statement 2018/2019
    Summons Item 8. Stockport Metropolitan Borough Council Annual Pay Policy Statement 2018/19 1. Introduction 1.1 This Pay Policy Statement (the ‘statement’) sets out the Council’s approach to pay policy in accordance with the requirements of Section 38 of the Localism Act 2011. The statement also has due regard for the associated statutory guidance including supplementary guidance issued in February 2013 and the Local Government Transparency code 2014. For the first time the statement also incorporates the Councils Gender Pay Gap information as the Council is now required to publish this on an annual basis under the GPG reporting requirements. 1.2 The purpose of the statement is to provide transparency with regard to the Council’s approach to setting the pay of its employees (excluding teaching staff working in local authority schools) by confirming the methods by which salaries of all employees are determined; the detail and level of remuneration of its most senior staff i.e. ‘chief officers’, as defined by the relevant legislation; the responsibility of the Appointments Committee to ensure the provisions set out in this statement relating to the Chief Executive, Deputy Chief Executive, Corporate Directors and Service Directors are applied consistently throughout the Council and recommend any amendments to the Council. 1.3 Once approved by the full Council, this policy statement will come into effect from the following April and will be subject to review on a minimum of an annual basis, the policy for the next financial year being approved by 31 March each year. 2. Other legislation relevant to pay and remuneration 2.1 In determining the pay and remuneration of all of its employees, the Council will comply with all relevant employment legislation.
    [Show full text]
  • State of Populism in Europe
    2018 State of Populism in Europe The past few years have seen a surge in the public support of populist, Eurosceptical and radical parties throughout almost the entire European Union. In several countries, their popularity matches or even exceeds the level of public support of the centre-left. Even though the centre-left parties, think tanks and researchers are aware of this challenge, there is still more OF POPULISM IN EUROPE – 2018 STATE that could be done in this fi eld. There is occasional research on individual populist parties in some countries, but there is no regular overview – updated every year – how the popularity of populist parties changes in the EU Member States, where new parties appear and old ones disappear. That is the reason why FEPS and Policy Solutions have launched this series of yearbooks, entitled “State of Populism in Europe”. *** FEPS is the fi rst progressive political foundation established at the European level. Created in 2007 and co-fi nanced by the European Parliament, it aims at establishing an intellectual crossroad between social democracy and the European project. Policy Solutions is a progressive political research institute based in Budapest. Among the pre-eminent areas of its research are the investigation of how the quality of democracy evolves, the analysis of factors driving populism, and election research. Contributors : Tamás BOROS, Maria FREITAS, Gergely LAKI, Ernst STETTER STATE OF POPULISM Tamás BOROS IN EUROPE Maria FREITAS • This book is edited by FEPS with the fi nancial support of the European
    [Show full text]
  • National Minimum Wage and National Living Wage
    NATIONAL MINIMUM WAGE AND NATIONAL LIVING WAGE Low Pay Commission Remit 2017 August 2017 NATIONAL MINIMUM WAGE AND NATIONAL LIVING WAGE – LOW PAY COMMISSION REMIT 2017 The Government is committed to delivering an economy that works for everyone. Through the National Minimum Wage and National Living Wage, the Government is ensuring the lowest paid are fairly rewarded for their contribution to the economy. The independent work of the Low Pay Commission (LPC) continues to play a central role in helping to achieve these ambitions. The LPC’s recommendations will continue to guide the Government as it sets the National Minimum Wage rates with the objective of helping as many low-paid workers as possible, without damaging their employment prospects. The Government would like the LPC to monitor, evaluate and review the levels of each of the different National Minimum Wage rates (16-17, 18-20, 21-24 age groups and apprentice rates) and make recommendations on the increase it believes should apply from April 2018 in light of this objective. The National Living Wage was introduced in April 2016 for workers aged 25 and over and has already directly benefitted over a million hard-working people across the UK. The Government asks the LPC to monitor and evaluate the National Living Wage and recommend the level to apply from April 2018. The ambition is that it should continue to increase to reach 60% of median earnings by 2020, subject to sustained economic growth. After 2020, the National Living Wage will rise by the rate of median earnings, so that people who are on the lowest pay benefit from the same improvements in earnings as higher paid workers.
    [Show full text]
  • Base Code Guidance: Living Wages
    BASE CODE GUIDANCE: LIVING WAGES Base Code Guidance: Living wages BASE CODE GUIDANCE: LIVING WAGES 1 1.0 Introduction 2 1.1 ETI Base Code Clause 5 3 1.2 Clause 5 and International Standards 5 1.3 ETI’s expectations of members 6 1.4 Why should companies pay or support living wages? 8 2.0 The journey towards living wages: summary infographic 12 2.1 Preparing for action 14 2.2 Taking action 17 2.2.1 Build the case for action internally 18 2.2.2 Share your commitment publicly 19 2.2.3 Optimise purchasing practices & sourcing strategies 20 2.2.4 Simplify your supply chain 22 2.2.5 Build strong relationships with suppliers 23 2.2.6 Review policies and codes of conduct 23 2.2.7 Promote freedom of association and social dialogue 24 2.2.8 Improve skills of buyers and suppliers 26 2.2.9 Support good HR, pay and productivity systems 27 2.2.10 Advocate for change at a national level 28 2.3 Learning from experience 29 Annex I Underlying causes of low wages 30 Annex II Further information and useful resources 31 Written by: Katharine Earley Photos: Nazdeek, ILO, ETI, Port of San Diego, World Bank BASE CODE GUIDANCE: LIVING WAGES 2 1 Introduction Every worker has the right to a standard of living adequate for change, such as promoting collective bargaining, and for the health and well-being of himself/herself and of his/ ensuring that value is fairly distributed across the supply her family as described in the Universal Declaration of Human chain.
    [Show full text]
  • Long Hours and Low Pay Leave Workers at a Loss
    THE JOB GAP ECONOMIC PROSPERITY SERIES Long Hours and Low Pay Leave Workers at a Loss October 2015 By Allyson Fredericksen The Alliance for a Just Society’s mission is to execute regional and national campaigns and build strong state affiliate organizations and partnerships that address economic, racial, and social inequities. www.allianceforajustsociety.org The Alliance’s Job Gap Economic Prosperity series examines the ability of working families to move beyond living paycheck-to-paycheck in today’s econ- omy, seeking to understand both the barriers keeping families from achieving economic prosperity and what actions policymakers can take to help families and communities thrive. www.thejobgap.org ALLIANCEFORAJUSTSOCIETY.ORG 206.568.5400 3518 SOUTH EDMUNDS ST., SEATTLE, WA 98118 TABLE OF CONTENTS Executive Summary ............................................................................................5 Introduction ..........................................................................................................6 National Findings ................................................................................................8 State Findings .......................................................................................................13 California ................................................................................................................................................13 Connecticut ............................................................................................................................................15
    [Show full text]
  • What It Takes to Make Ends Meet in Perth and Huron Counties Acknowledgements
    A Living Wage: What it takes to make ends meet in Perth and Huron Counties Acknowledgements Quality of Life Sub-Committee Janice Dunbar, Community Developer, Huron County Health Unit, Committee Chair Dr. Ken Clarke, Data Analyst Coordinator, Ontario Early Years Centres of Perth-Middlesex Larry Marshall, Executive Director, Huron-Perth Children’s Aid Society Shelley Groenestege, Owner, Ag-Co Products Ltd. Catherine Hardman, Executive Director, Choices for Change Trevor McGregor, Executive Director, Community Living Stratford & Area Dr. Renate Van dorp, Epidemiologist, Perth District Health Unit Sarah Franklin, Project Manager, Perth Community Futures Development Corporation Ryan Erb, Executive Director, United Way Perth-Huron Tracy Birtch, Director of Social Research and Planning Council & Community Impact, United Way Perth-Huron Social Research and Planning Council Perth and Huron Paul Lloyd Williams, Co-chair Jamie Hildebrand David Overboe David Blaney, Co-chair Catherine Hardman Rebecca Dechert Sage Dr. Ken Clarke Shaun Jolliffe Dr. Erica Clark Ryan Erb Barb Hagarty Terri Sparling Tracy Van Kalsbeek Shannon Kammerer Kathy Vassilakos Celina Thomas Hicks Trevor McGregor Tracy Birtch Rebecca Rathwell Shelley Groenestege Thank you to everyone who participated in this study. Contributions made by all participants are greatly appreciated. Community Researcher Creative Layout and Design Eden Grodzinski, JPMC Services Nadine Noble, Idea Nest Graphic Design This research report was supported by a grant from the Labour Market Strategy Project for Perth County, Stratford and St. Marys as well as the Huron County Health Unit. The Council is generously funded by: Social Research & Planning Council City of Stratford, Town of St. Marys, County of Perth, through the Department United Centre – 32 Erie Street of Social Services, the County of Huron, and United Way Perth-Huron.
    [Show full text]
  • The Year of Rearrangement
    The Year of Rearrangement The Populist Right and the Far-Right in Contemporary Hungary The Year of Rearrangement The Populist Right and the Far-Right in Contemporary Hungary Authors: Attila Juhász Bulcsú Hunyadi Edited by: Eszter Galgóczi Attila Juhász Dániel Róna Patrik Szicherle Edit Zgut This study was prepared within the framework of the project “Strategies against the Far-Right”, in cooperation with the Heinrich-Böll-Stiftung e.V., in 2017. Table of Contens The opinions expressed in the study are those of the authors and do not necessarily reflect the position of the Heinrich-Böll-Stiftung. Introduction ___________________________________________________________________ 7 Executive Summary ____________________________________________________________ 9 Political Environment __________________________________________________________ 12 Competing for Votes: The Voters of Fidesz and Jobbik ____________________________ 19 Socio-Demographic Composition ______________________________________________ 20 Political Preferences __________________________________________________________ 25 Election Chances ____________________________________________________________ 31 Competition on the Far End: The Extremist Rhetoric of Fidesz and Jobbiki __________32 Anti-Immigration Sentiments ___________________________________________________ 32 Anti-Semitism _______________________________________________________________ 41 Anti-Gypsyism ______________________________________________________________45 Homophobia ________________________________________________________________46
    [Show full text]
  • The Living Wage in Wales
    The Living Wage in Wales November 2015 Edmund Heery, Deborah Hann, David Nash Table of Contents Preface .................................................................................................................... 1 Introduction ............................................................................................................ 2 What is the Living Wage? ....................................................................................... 4 Living Wage Employers in Wales ........................................................................... 7 Wales Compared with England and Scotland ...................................................... 14 The Non-Accredited Living Wage ......................................................................... 20 Conclusion ............................................................................................................ 23 References ............................................................................................................ 25 The Living Wage in Wales Preface In February this year we began work on a research project designed to track the spread of the Living Wage across the UK economy. This document, reporting on the progress to date in spreading the Living Wage in Wales, is the first written output from this project. Our report is of necessity provisional in two separate senses. First, we are still in the early stages of our work and the process of evidence-gathering is incomplete with much work left to do. Second, the Living Wage campaign is itself in
    [Show full text]
  • What Do We Really Know About the Employment Effects of the UK's
    DISCUSSION PAPER SERIES IZA DP No. 12369 What Do We Really Know about the Employment Effects of the UK’s National Minimum Wage? Mike Brewer Thomas Crossley Federico Zilio MAY 2019 DISCUSSION PAPER SERIES IZA DP No. 12369 What Do We Really Know about the Employment Effects of the UK’s National Minimum Wage? Mike Brewer University of Essex and Institute for Fiscal Studies and IZA Thomas Crossley European University Institute, University of Essex, Institute for Fiscal Studies and Economic Statistics Centre of Excellence Federico Zilio University of Melbourne MAY 2019 Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world’s largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. ISSN: 2365-9793 IZA – Institute of Labor Economics Schaumburg-Lippe-Straße 5–9 Phone: +49-228-3894-0 53113 Bonn, Germany Email: [email protected] www.iza.org IZA DP No.
    [Show full text]