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We examine the effects of State-led decentralization of collective bargaining on workplace employment relations. After exploring the development of company-level collective bargaining in France in the broader European context, we analyse intra-national variations in social dialogue practices across companies and workplaces, and propose a classification of four workplace clusters. As the decentralization process varies in its extent and in nature between types of workplace, we argue that the diversity of workplace practices is best explained by contrasting reactions to legal requirements. Nevertheless, these requirements have standardizing effects on certain bargaining practices, which might in turn lead to the impoverishment of the collective bargaining process. [ABSTRACT FROM AUTHOR]

An introduction to various topics covered in the issue is presented, including conflicts and compromise around the time of employment, negotiation regarding work flexibility, and extension of work hours.

An introduction is presented in which the editor discusses various reports published within the issue on topics including the idea of democracy at work place; social democracy and industrial relations.

This article examines the corpus of multinationals’ codes of conduct on CSR issues which has been collated by the ILO. Through lexical software analysis we identify three main points of reference in CSR codes of conduct: respect for ILO norms, discussion of the company’s relationship to society, and reinforcement of its internal discipline and organisation. Surprisingly, the issue of corporate responsibility itself constitutes a small part of the text of the codes. Their main targets are employees, who are charged with a dual task: to ensure the implementation of the principles stated in the codes, and to protect the assets of the company. In a reflexive dimension, codes of conduct help us to understand the key characteristics of the companies which made them. [ABSTRACT FROM AUTHOR]