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The contribution presents an analysis of the potential role of industrial relations in the ecological transition, with a specific focus on collective bargaining within the energy-oil and chemical-pharmaceutical sectors. It highlights the importance of mandatory regulations, particularly in establishing and for an increased recognition of entities such as observatories, commissions, bilateral bodies, funds, and professional training organizations. The study aims to elucidate, through an examination of the national collective bargaining in two sectors heavily impacted by transition processes, the methodologies applied by the social partners to promote participatory and dialogic models of industrial relations, therefore supporting, expediting, and facilitating production and labour transitions.

Employers tend to dismiss employees without proper grounds, in bad faith or fail to follow procedure prescribed under law. An employee that has been dismissed unfairly can bring an action against the employer for unfair dismissal. Damage is the most sought remedy of the employee for unfair dismissal claims. Punitive damage is a form of monetary remedy awarded by the court in addition to the actual damage to the aggrieved party. Punitive damage is awarded as a punishment to the wrongdoer. Punitive damage has become the remedy in both Malaysia and New Zealand. The objective of this study is to analyse the punitive damage awarded by the Malaysian Industrial Court and New Zealand Court in unfair dismissal cases. This study employed a qualitative method with reference to journal articles, relevant statutory laws and case laws on unfair dismissal cases with punitive damage as an award. The findings show that punitive damages in unfair dismissal cases have been awarded by the Malaysian industrial court and New Zealand court against employers on the grounds that the dismissals were made under bad faith. This study is significant as it expands the application of punitive damage in unfair dismissal cases and improve the system’s legal certainty.

The article provides an overview of workers' collective actions occurred in Italy, characterizing a new wave of contention between 2008 and 2018. It focuses on the development of strike activities. While the literature suggests an increase in general/political strikes and a decline of economic strikes, we argue that this distinction does not sufficiently account for the variety of strikes that has recently occurred. Our contribution aims to clarify the differences between three types of strikes: general political strike, general/large-scale economic strike and local economic strike. The empirical analysis is based on a new dataset on workers' collective actions, including strikes, observed in Italy in the decade 2008-2018. The dataset was built using protest event analysis (PEA). Multiple correspondence analysis (MCA) allows us to show that the three types of strikes differ along the actors promoting them, the workers' occupations involved, the issues claimed, the scale of action and the target of the actions. Conclusions compare the characteristics of workers contention between 2008 and 2018 with the old cycle of protest and suggest to join economic and political explanations of strikes to account for the new types of strikes.

In this contribution we offer a conceptualisation of the cycle of struggles recently happening in the food delivery sector in Italy. As a part of an in-depth co-research conducted among Riders Union Bologna (RUB), we investigate this case by adopting the lens of recognition. Despite its long-standing roots, recognition is a category that has largely been neglected by Industrial Relations (IR) debate. The article will present its potential in understanding some precarious workers' struggles, focusing their successful path in establishing IR in an anti-union environment, such as that of food delivery platforms. Three dimensions of recognition will then be explored: the internal recognition that is fundamental in forming workers' collective identity; the institutional recognition leading to the development of new regulations in the sector; the recognition by employers that makes collective bargaining possible. In conclusion, after highlighting the main evidences of the research, reflections will be conducted on the potential of the category of recognition in renewing IR theories, including struggles that often escape traditional approaches.

The ultimate purpose of this study is to scrutinize industrialization via movies in a thematic ways. Actually, industrialization, which occurs at the end of the 18th and the outbreak of the 19th century, is the process of mechanization of production and the rationalization of policy as a whole. It is economically the onset of mechanization, commercialization or fabrication of goods in a massive way and the utilization of logic on a political basis. Without logic or ration, it is quite impossible that there will be no transformation like this. At the same time, it is the direct outbreak of capital accumulation. There are a great many factors for its emergence to be debated; however, there is a green reality that this is not a linear process. In the stark contrast, it is eclectical as well as progressive. History also whispers us that this innovative stage ranging from Industry 1.0 to Industry 4.0 converts into a development culture, which has been dominated by the West since Renaissance and Reform. Comprehending the reasons for the formation of this innovative culture is of great significance for all of us. In this study, our main objective is to read these spheres of improvement on the basis of four movies for four stages. Industry 1.0, associated with steam power is represented by Oliver Twist (2005); Industry 2.0 is related to Modern Times (1936), as for Industry 3.0, it is based upon A Beautiful Mind (2001) while Industry 4.0 is overviewed with Replicas (2018).

The essay analyzes the evolution of the Italian legislation on agile work, during the Sars Cov-2 emergency period. The author analyses in detail the case of ELT Group, an Italian company, worldwide leader providing technological solutions in the field of electronic defence, and examines how agile working has been addressed and regulated, during and after the pandemic. Finally, the author analyzes the missing aspects, within the industrial relations and the Italian labor law systems, to facilitate the agile work of the future.

This study aims to discuss the impact of employer-forced layoffs on employees. Industrial interactions between employees and employers are sometimes a source of contention. In a country's economy, the financial industry plays a critical role. Both parties need each other, yet their tactics are very different. The government is the only party with authority to settle labor-management disputes. Employer-initiated layoffs (PHK) harm the economy, particularly in the country's financial sector and socio-political life. Unemployment will rise as a result of layoffs, causing national instability. Unemployment can lead to riots and other social problems. This discussion is based on the Manpower Law's normative. This research employs a normative legal approach. Forced layoffs or revisions to worker resignations, according to this study, violate the Manpower Act. The rights of workers who wish to resign and workers laid off differ significantly. Instead of layoffs, companies might save money on severance pay by having employees retire. The company's responsibility to give compensation in severance pay and other workers' rights will be eliminated if employees depart. Dispute resolution forums can help workers and employers work out their differences.

Abstract Formulating industrial policies is a complex process marked by advances and setbacks, reflecting the political and institutional aspects. In the present article, we aim to better understand the role of government relational capacities in delineating the industrial policy profile. Based on a qualitative research on Brazilian industrial policies between 2003 and 2014, this study highlights how the interlocution and coordination between public and private actors are crucial in shaping the industrial policy profile. Our analysis shows that between 2003 and 2007, relational capacities were built, reflected in a focused industrial policy, predominantly applying regulatory instruments oriented to promote innovation. From 2007 to 2014, there was a progressive loss in relational capacities, the industrial policy lost strategic focus, and increased the use of tax relief instruments in its management.

The article is aimed at researching the current problem of socioecology –the causes and consequences of possible resource depletion, as well as establishing thepossibility of its averting. There are two classifications of natural resources from the point of view of ecology: according to their renewability and according to the possibility of use. Based on the concept of the Rouche limit, the law of the resource balance of society is formulated, which relates the social productivity of labor to the population density and the depletion of available natural resources. This law is another form of recording the balance of social production and consumption of resources.The consequences of its violation are shown.The effect of abiotic, biotic and anthropogenic factors on the rate of depletion of available natural resources is studied, and the decisive role of scientific and technological progress in the development of the resource base of society is shown. It was determined that scientific and technological progress is a decisive factor in averting a resource catastrophe by humanity and individual nations. The conducted study of the social structure allows us to draw a conclusion about the decisive role of industrial relations in the implementation of new scientific and technical solutions in production.

The case of termination of employment is not a difficult case to find. One of the cases of Termination of Employment that occurred was the case of the Industrial Relations Dispute in the Medan District Court between the insurance company PT. Kresna Life Insurance against William Winata as the supervisory position holder, with decision number 248/Pdt.Sus- PHI/2019/PN. Mdn. On July 22, 2017 William Winata sent a letter addressed to PT. Kresna Life Insurance regarding the review of the contents of the mutation warrant which at the core of the application is willing to be transferred by asking for a mutation fee but does not receive a response and the Defendant's bipartite request is also ignored so that the bipartite is considered a failure, the mutation made by the Defendant is a fraudulent mutation that very forced to avoid obligations and responsibilities for employee rights due to changes in the Agency System. The purpose of this study is to find out the legal rules in Indonesia regarding unilateral termination of employment by the company, to determine the inhibiting factors for the implementation of the IRC decision, and to determine the legal analysis of the termination of employment by the company in the decision number 248/pdt.sus-PHI/ 2019/pn.mdn. The research conducted is normative legal research with a sociological juridical approach (empirical) which is taken from secondary data by processing data from primary legal materials, secondary legal materials and tertiary legal materials. Based on the research, it is understood that Decision Number 248/Pdt.Sus- PHI/2019/Pn.Mdn is a decision whose lawsuit value is below Rp.150,000,000 so that all charges for the case are borne by the government. The inhibiting factors for the implementation of the decision are generally due to the limited budget from the government to finance the execution and the uncertainty of the time period when the execution costs will be disbursed. In the decision of the Industrial Relations Court in the case of Termination of Employment (PHK) which orders employers to pay for the rights of workers who are laid off, such a decision can be executed or implemented because it is condemnatoir or punishment. There is a possibility that the entrepreneur will not implement the decision to pay for the rights of the worker/laborer. If the entrepreneur does not implement such a decision, the entrepreneur has committed an unlawful act. Keywords: Industrial Relations, Layoffs, Insurance Companies

Introduction to The Problem: The constitutional court decision No. 91/PUU-XVIII/2020 stated that the establishment of Law No. 11 of 2020 on Job Creation contradicts the 1945 Constitution and is considered conditional unconstitutional. Thus, within two years of Law No. 11 of 2020, its derivative rules are still enforced until there is an improvement. However, two years is a legal certainty, but it is uncertain in the business and industrial worlds.Purpose/Objective Study: This study aims to find out how the effect of the issuance of the Constitutional Court of the Republic of Indonesia No. 91/PUU-XVIII/2020 on the implementation of Law No. 11 of 2020 on the Employment Cluster and its derivative rules and how alternative efforts in creating harmonious industrial relations on the issue of working relations with Specific Time Work Agreements after the constitutional court decision No. 91/PUU-XVIII/2020.Design/Methodology/Approach: The research method used is doctrinal legal research.Findings: This research resulted in a study that the influence of constitutional court decision No. 91/PUU-XVIII/2020 impacts the uncertainty of legal protection guarantees in the business and the industrial world. Because it takes two years to implement the provisions of Law No. 11 of 2020 in the Employment cluster and its derivative rules, namely Government Regulation No. 35 of 2021, the business and the industrial world cannot implement the provisions without any guarantee of sustainable time, and it will lead to injustice in industrial relations. One alternative to continue creating harmonious industrial relations with Specific Time Work Agreements is to return to local wisdom, prioritizing the principle of consensus deliberation that prioritizes the parties' agreement in working relations including the fulfillment of rights in compensation payments when there is a termination of employment.Paper Type: Research Article

ÖZ: Bu çalışmanın amacı; çalışma standartlarının Türkiye Cumhuriyeti’ndeki 100 yıllık dönüşümünün dönemsel olarak incelenmesi ve çalışma standartlarının uygulamadaki sorunlarının belirgin hale getirilmesidir. İmparatorluktan Cumhuriyete geçişle oluşan endüstri ilişkileri sisteminin dönüşümünün gözlemlenebilmesi için hatta imparatorluk dönemi, Cumhuriyetin ilk yılları ve küreselleşeme sürecine geçiş ve sonrası dönemlerinde çalışma standartlarındaki dönüşümün incelenmesi çalışma standartlarının sosyo-kültürel etkilerini de görmek açısından oldukça önemlidir. Osmanlı İmparatorluğu döneminden itibaren tarihsel süreç içerisinde zamanla olumlu gelişme gösteren çalışma standartları, 1980’li yıllar itibariyle küreselleşme olgusunun da etkisiyle birlikte olumsuz yönde gelişmeler yaşamaktadır. Bu durum dünyada endüstri ilişkilerinin değişmesine neden olduğu gibi gelişmekte olan ülkeleri de çalışma standartları konusunda dibe doğru bir yarışın içerisine çekmektedir. Türkiye Cumhuriyeti de 1990’lı yılların sonrasında bu dibe doğru yarışın aktörlerinden birisi haline gelmiş ve ucuz emeği doğrudan yabancı yatırımları çekebilmek adına bir avantaj olarak kullanmaya başlamıştır. 2000’li yıllardan itibaren Türkiye hızlı bir ekonomik büyüme sürecine girmiş olduğu görünse de elde edilen refahın çalışma standartlarının arttırılması konusunda etkili olmadığı hatta yapılan sektör (İnşaat gibi) tercihleri ile birlikte çalışma standartların düştüğü görülmektedir. Bu süreçte sadece sektör tercihlerinin değiş düzensiz göç gibi dışsal faktörlerin de etkisi oldukça fazladır. Bu çalışma sonucunda; 100 yaşında olan Türkiye Cumhuriyeti’nin endüstri ilişkileri ile ilgili politikalarını ILO sözleşmeleriyle uyumlu hale gelecek şekilde dönüştürmesi sonucunda çalışma standartlarındaki muhtemel gelişmeler tartışılmış ve sonraki politika tartışmaları için alan açılmıştır. ABSTRACT: This study aims to periodically examine the 100-year transformation of labor standards in the Republic of Turkey and to clarify the problems in the practice of labor standards. To observe the transformation of the industrial relations system formed by the transition from the Empire to the Republic, it is very important to examine the transformation in the working standards in the imperial period, the first years of the Republic, the transition to the globalization process and the following periods, to see the socio-cultural effects of the working standards. Working standards, which have shown positive development over time in the historical process since the Ottoman Empire period, have been experiencing negative developments with the effect of globalization as of the 1980s. This situation not only causes changes in industrial relations in the world but also draws developing countries into a race to the bottom in terms of labor standards. The Republic of Turkey has also become one of the actors in this race to the bottom after the 1990s and has started to use cheap labor as an advantage to attract foreign direct investments. Although it seems that Turkey has entered a rapid economic growth process since the 2000s, it is seen that the welfare achieved is not effective in increasing the working standards, and even the working standards have decreased with the sector (such as Construction) preferences. In this process, not only sector preferences but also external factors such as irregular migration have a significant impact. As a result of this study; As a result of the 100-year-old Republic of Turkey's transformation of its industrial relations policies in line with ILO conventions, possible developments in labor standards were discussed and space was opened for further policy discussions.

The aim of this article is to investigate two external flexible forms of employment—the leasing of workers through Temporary Work Agencies (TWAs) and the contracted workers employed through Business Service Providers (contractors). Undoubtedly, these two forms of employment are complex and often give rise to confusion. First, this article reviews the characteristics of these types of workers and the operation of these businesses. Second, it presents the results of a mixed method of empirical research (quantitative and qualitative) regarding contracted workers. Our sample was 365 contracted workers from the cities of Athens, Thessaloniki and Patras, Greece. In particular, quantitative research is conducted using a methodology called RDS (Respondent Driven Sampling) that is innovative in the field of labour economics and labour relations. Some significant findings of our qualitative research are used to improve, extend, and interpret the quantitative results. Our research proves that contracted workers, who are employed at the premises of the banks, are leased workers, and the contracting undertakings usually operate unlawfully as TWAs. Our research proves that Banks in Greece are using “pseudo-contracting” to circumvent the European Directive 2008/104/EC and the Greek Laws 4052/2012 and 4254/2014, both of which provide institutional protection to workers leased through TWAs. In more detail, the relevant European Directive and the Greek Law 4052/2012 provide salary equality and equal labour rights for the leased workers in Greece and the EU, when they share the same qualifications as the permanent employees of the user undertakings. The employers’ aim in adopting this policy is mainly to pay lower salaries to contracted workers, who in practice have the characteristics of leased workers.

This research presents a bibliometric analysis of the scientific literature on collective bargaining between 2012 and 2021. The main objective of this research is to analyze how scientific research on collective bargaining has evolved during this period and to identify current trends and future lines of research on the institution of governance of labor relations. For this purpose, 1676 documents collected in the Web of Science Core Collection and 1971 in Scopus have been analyzed. This analysis has made it possible to determine which have been the scientific papers with the greatest impact, the most relevant researchers, and the most used keywords. As a contribution, note the classification made in relation to which are the most relevant scientific journals, the most cited papers, or the most influential researchers in the field of collective bargaining. As conclusions and future lines of research identified, this research points out the need to delve into studies related to the promotion of dialogue between human resources management and the legal representation of workers about working conditions that positively affect workplace well-being, as well as investigations related to the power and legitimacy of negotiation by social and economic agents.

Following the Conservatives’ heavy defeat in the 1945 election, The Industrial Charter (1947) arguably demonstrated the Conservative Party had reconciled itself with a shift to the left in British politics. The Charter provided the basis for what would become the Postwar consensus, accepting the mixed economy, the advocacy of industrial partnership, social reform and achieving full employment in a free enterprise system. Although the degree of consensus is disputed within the existing literature, the Conservative governments of 1951-64 would utilize these concepts in their approach to economic, industrial relations and trade union policy, satirically labelled as “Butskellism” after Labour and Conservative Chancellors, Hugh Gaitskell and Richard “Rab” Butler respectively. This approach was later defended by those in the Conservative Party who would identify themselves as One Nation Conservatives opposing the Party’s adoption of Thatcherism in 1979. Contemporary depictions of One Nation Conservatism invoke notions of a more moderate, paternalistic and pragmatic Conservative Party when contrasted with the currently hegemonic and arguably ideologically led Thatcherite doctrine. This article explores the conceptional analysis of One Nation Conservatism, determining that One Nation Conservatism should be considered a product of its time, confined within the Conservative governments of 1951-64. This article will then examine the significance of The Industrial Charter on One Nation Conservatism as a political doctrine and demonstrate that The Industrial Charter asserted the Conservative Party’s compulsion to transform as a means of preventing an existential crisis and set the course for a decisive change of approach. In addition, those Conservatives who opposed Thatcherism, would coalesce around the ideas expressed in the Charter and subsequent writings published by the Party. This article then seeks to conclude that The Industrial Charter provided the platform for the Conservative’s approach to policy in the postwar period and remains a crucial milestone in the development of One Nation Conservatism.

Artificial Intelligence and automation are some of the most defining elements of the XXI century, whose significant imprint is manifested in society and social relations. Digital development is transforming the world of work - this thesis is the starting point of many kinds of research. This principle is also the basic premise of the present study, as it transforms working and employment conditions to develop and spread digital technologies, resulting in an untraceable process. As the maker of individual decisions, artificial intelligence can create a new context in labour law. The study aims to examine the labour law entity of artificial intelligence, outlining the Asian and European distribution of reactions to the introduction of automatic decision-making and the impact of MI on industrial relations. The outstanding importance of the topic is also shown by the fact that numerous studies deal with examining legal personality outside labour law.

The aim of the present study is to analyse what role will the traditional and Italian-Constitutionally oriented principle of private property, freedom of enterprise, labour and health protection play in the climate change just transition. In a context characterised by a growing concern of public opinion and thus - and consequently - of European and international political agendas on environmental protection issues, an opportunity will be sought to promote a renewed reflection on the well-known case-law of Ilva in Taranto. An interesting means to achieve the objective of this research analysis will be to try to reopen the debate on the perimeter of the social functionalisation of property.

The aim of this paper is to shed light on the effects of the only privatisation that existed in the street cleaning service in Madrid. Framed within the international processes of privatisation since the 1970s and through a search in historical archives, it analyses the political-administrative and social factors that influenced this privatisation and its consequences on labour relations in the sector. Finally, the hypothesis of the planning of the privatisation of the service, the existence of differences with the political parties in the municipal government of Madrid and the effects of privatisation on the dualisation of working conditions affecting the further development of the service in the different districts of Madrid are tested.JEL Code: H75, I18, N9.

The professional branch has been the predominant normative space in the film and audiovisual industries since the 1990s. This observation contrasts with the recent reforms of labour law, which make the company the central body for the formulation of law, in order to adapt it continuously to the fluctuating demand. This paradox leads us to question the function of legal benchmarks set at the branch level in a project-based industry. To this end, we look back at the way in which actors in industrial relations have invested this level of collective bargaining in recent decades, the framing of the activity that has resulted from it and the reasons for its stability in the course of contemporary productive recompositions.

Industrial relations are both a system of practices and rules in labour and employment relations and a field of research study For several years, these two fields have been undergoing a profound destabilisation, interpreted by some as a crisis. To understand the reasons for this, it is necessary to look back at the conditions and modalities of their constitution. But rather than concluding that they have disappeared, the article insists on a reconfiguration, which is also that of the productive models, institutions and actors involved.

Industrial relations refer to both a set of practices and rules governing labour relations and a research field investigating the latter. Their development went hand in hand with the implementation of post-war Fordist capitalism. Rapid changes in the working worlds and the questioning of institutions and work regulations for several decades, both in the Anglo-Saxon world and in Europe, have logically led to a decline of the paradigm of industrial relations. But how should we consider this present situation? As a disappearance or as a recomposition?

This article covers the evolution of industrial relations in Australia over the last quarter century, a period which marks the country’s shift to a neo-liberal policy regime. A dominant feature of the neo- liberal project has been to shift the industrial relations system towards individualism, erode trade union authority, and extend employer prerogative. These reforms have had serious consequences on employment and its regulation, leading to the ongoing development of short-term and precarious employment, ambiguous employment arrangements, a long-term decline in labour’s share in national income. The conclusion discusses the conditions required for restoring the system of industrial relations towards promoting equity and decent employment conditions.

The genesis of a french academic research field dedicated to industrial relations dates to the early 1970s. This article reports on the main stages that marked out the construction of such a field. It focuses mainly on the constitution and dynamics of the Coordinated Research Group (Greco) no 41 "Industrial Relations, Negotiations and Conflicts" of the National Center for Scientific Research, which later became a Research Group (GDR). The angle of attack thus gives priority to an institutional arrangement that has gone beyond the walls of university departments and research laboratories and that has associated multiple disciplines (economics, law, sociology…).

The Quebec model of industrial relations established in the 1960s led to a strengthening of unions both in workplaces and at the political level. Workers benefited from collective bargaining and unions became key political interlocutors. From the 1980s onwards, the changes in capitalism have weakened standard employment relations and hampered union organizing. Unions also lost their influence with respect to the state. Advances for workers were mainly gained through the protection of individual rights and struggles led by other social movements. This situation questions both the political strategies of the labour movement and the unions’ ability to represent the diversity of the workforce.

The Quebec model of industrial relations established in the 1960s led to a strengthening of unions both in workplaces and at the political level. Workers benefited from collective bargaining and unions became key political interlocutors. From the 1980s onwards, the changes in capitalism have weakened standard employment relations and hampered union organizing. Unions also lost their influence with respect to the state. Advances for workers were mainly gained through the protection of individual rights and struggles led by other social movements. This situation questions both the political strategies of the labour movement and the unions’ ability to represent the diversity of the workforce.

While considerable academic attention has been paid to the effect of industry turbulence on journalists’ perceptions of their professional identity and the normative values of journalism over the past two decades, there has been less focus on how transformations wrought by digital incursion, corporate economising, and the rise of neoliberal ideologies might have injured journalist’s industrial agency. This article argues that journalists’ willingness to assert or advance their industrial rights at work has been diminished in Australia by the increase in precarity that has arisen as a result of shifts in the media landscape. It argues disruption has created precarious working environments in which uncertainty and fear drive an unprecedented and almost universal sense of self-preservation that has detached journalists from industrial engagement and the mechanisms that support safe and secure working conditions—to the detriment of the journalism industry and the public it serves.

This article is results from legal research on setting time limits for judges to decide industrial relations disputes with legal certainty and justice. This study aims to examine and analyze the ratio legis Article 103 of Law Number 2 of 2004. This research is normative legal research using a statutory approach. This study's conclusion shows that the ratio legis for setting time limits for judges in deciding industrial relations disputes under Article 103 of Law Number 2 of 2004 can be examined into three aspects: philosophical, sociological, and juridical. The philosophical aspects consist of ontology, epistemology, and axiology. Ontology, employers are considered to have a stronger bargaining position than workers. Epistemologically, the settlement of industrial relations disputes is carried out in two ways: non-litigation (bipartite and tripartite) and litigation. Axiologically, the settlement of industrial relations disputes is known as quick value. Sociological Aspects, as a form of social protection and economical protection for workers. The juridical aspect, provides legal protection for workers from formal aspects.

The author analyses the process of direct participation in Poland compared with other European countries. The analysis includes a review of the subject literature and a new qualitative study carried out as part of the DIRECT project (2017–2018) co-financed by the European Commission. The article aims to examine new trends in direct participation and outline the various components of the process. The author defines direct participation (DP) as the conferral upon subordinates of tasks that they are expected to perform more or less autonomously. A complex picture is offered on the basis of data gathered from various research, although there is a concurrence between the results of quantitative research pursued to date and new data from qualitative research. Of note is the lack of continuity of direct participation in many dimensions, such as work organisation, instruments applied in practice, and differences between management ideas and actual day-to-day practice, including in terms of official and formal mechanisms versus unofficial and informal ones.

In Nigeria today, the new phase of capitalist globalization is seeking to transform established notions and hence practices of industrial relations and industrial disputes management as at no other time. Under the aegis of a neo-liberal ideology that is rooted in a new labour capital relation, workers are being indoctrinated to believe that ideology, paradoxically, is dead; that capitalism is the end of human history; that established relations of exploitation are immutable; that workers must find accommodation within these relations; that employers can now do much as they please. The argument of this paper is that this approach is counter- productive because in practice, it has the potential of leading to more and not less conflict between the employer and the employee. Fundamentally it has major consequences for productivity at the individual, organizational and societal level. It is important to note that labour and management hold the key to the nation’s socio-economic development. This implies that their disposition can make or mar the economy as the case in Nigeria today. It is against this backdrop that this paper underscores the indispensability of effective management of industrial relations and industrial system is a fundamental requirement for enhancing the performance of the national economy. This paper utilized the methods of qualitative and syntheses of scientific literature as it relies on secondary data collected from books and journal articles, and were content analyzed in relation to the scope of the paper.

The article is a commentary on the report by Matteo Gaddi (2020) on working conditions within Italian FCA Group. It reviews the commented paper with regards to research methodology and the presentation of the cases studied. It points to the need to explore the developments in the FCA in a broader institutional context of the Italian industrial relations as well as the global spread of the lean production as ideology and practice.

The study focused on the actors in industrial relations and their contributions towards the growth and dwarfism of Nigeria’s industrial relations system. It identified some problems which have been brought by other actors in industrial relations - the employees. In pursuit of the previously mentioned objectives, a survey research was employed. The population used for the study was 160 staff of Micheal Imoudu Institute for Labour Studies, Ilorin, Nigeria. A sample size of 114 was determined using Taro Yamani’s formula (1964). The study made use of both primary and secondary data and questionnaires were administered to 114 staff but only 99 were collected, analysed and interpreted. The multiple regression analysis was used to test the hypotheses at 0.05 significant level using SPSS v.20. It was found that governments at all levels have significant impacts on the growth and dwarfism of the industrial relations system of Nigeria. The study concluded that actors in industrial relations in Nigeria affect the growths and dwarfisms of Nigeria’s industrial relations system and it is recommended that further research be extended to other industries such as construction, agriculture and telecommunication. The study can also be used as guidelines for human resource aficionados and industrial relations experts.

In many countries, collective bargaining coverage is enhanced by government-issued extensions that widen the reach of collective agreements beyond their signatory parties to all firms and workers in the sector. This paper analyzes the causal impact of extensions using a natural experiment in Portugal that resulted in a sharp and unanticipated decline in the extension probability of agreements. Our results, based on a regression discontinuity design, indicate that extensions had a negative impact on employment growth. This effect is concentrated among nonaffiliated firms, which may reflect the limited representativeness of employer associations.

Employment relations are subject to contracts agreed upon by employers and employees. Law Number 13 of 2003 clearly defined that employment relations as an agreement between an employer and their employees. The jurisdictional scope or competence of the Industrial Relations Court is further elaborated in Section 56 Law Number 2 of 2004. However, Section 56 Number Law 2 of 2004 has spurred further debate regarding the proper competence of the Industrial Relations Court, because, under this law, the Court has issued ineffective and inefficient court decisions. This research analyzed and criticized the competence of the Industrial Relations Court in presiding over the termination of employment contracts. In analyzing this problem, this paper deploys the theory of competence, theories of justice and the rule of law, subjective justice, the competence of the Industrial Relations Court according to existing laws, and expert views on the contribution of existing literature towards the competence of the Industrial Relations Court. This research emphasized that an excess of laws governs the termination of employment contracts, which supposedly lies under the competence of the Industrial Relations Court. Hence, to protect the rights of employees in the context of industrial relations, a judicial review of Law Number 2 of 2004 on Manpower is required.

The social question emerged in the 19th century, and there were three basic ways to deal with it. The position of the working class could be improved either by the state or by the workers’ movement and the unions, while the third possible actor was the entrepreneurial class itself. The principle whereby it took upon itself the obligation to look after the social security of its workers is described, particularly in American literature, as welfare capitalism, which was particularly widespread in the United States of America. Its heyday was the 1900–1930 period. This study presents a definition of this term and analyses the question of the motives and motivations behind the American entrepreneurs who started taking social care of their employees. The article shows that these motives were very diverse. Although welfare capitalism is primarily understood to be a pragmatic concept, the philanthropic motives involved also had some weight. It is pointed out that American welfare capitalism shared a number of features with the industrial paternalism that was widespread throughout Europe. Hence usage of the concept of welfare capitalism can also enhance research into the social policy of industrial works in the Czech lands. The text also provides a lively discussion of the success or failure of welfare capitalism and of its duration.

This article explores the transformation of South African labor relations during the 1980s. In 1979, prompted by new shop-floor militancy, the Wiehahn Commission recommended that black workers, previously excluded from state labor machinery, be permitted to join recognized unions. Most discussions of this shift in apartheid labor relations focus on the ensuing debate within the black unions, torn between preserving their independence or securing state legitimation. This article looks instead at the related debate about “levels of bargaining”: should emergent black unions demand to negotiate at the factory level, where they had secured shop-floor strength through organizing and democratic practice, or pursue the benefits of the corporatist bargaining structures that had long privileged white workers? The eventual drift towards corporatism, I argue, imprinted the character of the South African labor movement into the post-apartheid era. An understandable desire to wield influence at the level of the national political economy eroded the tradition of workers’ control, shop floor democracy, and struggle unionism that black unions had forged during the 1970s and 1980s.

In the interaction of industrial relations, there will be differences in thinking between the company management and workers that can cause industrial relation disputes. Such conflicts are commonly known as industrial relations disputes. In this regard, it is expected that the government be able to create a good environment in the industrial sector in order to resolve conflicts or disputes that occur in industrial relations or minimize possible conflicts by linking to relevant agencies in the employment sector. Efforts and supports are necessary to resolve industrial relations disputes/conflicts for the continuity of the company's business, the life of workers and their families, and the stability of the national economy. This study is aimed at describing and analyzing 1) conflict management in the process of dispute resolution in Industrial Relations in Pasuruan Regency and 2) the role of the Manpower Agency in resolving industrial relations in Pasuruan Regency in the perspective of Conflict Management.

In the interaction of industrial relations, there will be differences in thinking between the company management and workers that can cause industrial relation disputes. Such conflicts are commonly known as industrial relations disputes. In this regard, it is expected that the government be able to create a good environment in the industrial sector in order to resolve conflicts or disputes that occur in industrial relations or minimize possible conflicts by linking to relevant agencies in the employment sector. Efforts and supports are necessary to resolve industrial relations disputes/conflicts for the continuity of the company's business, the life of workers and their families, and the stability of the national economy. This study is aimed at describing and analyzing 1) conflict management in the process of dispute resolution in Industrial Relations in Pasuruan Regency and 2) the role of the Manpower Agency in resolving industrial relations in Pasuruan Regency in the perspective of Conflict Management.

The essay proposes a specific analysis about industrial relations in Italian food delivery sector, in order to reconstruct the negotiating table between social partners and Labour Ministry and the reasons why it failed. The essay is focused on industrial relation in food delivery sector for two essential and practical reasons: compared to other on demand employment sectors, this one is the most widespread in Italy. Then, trade union representation and industrial action of on demand workers in Italy have been born in this sector, just like the English experience about IWGB disputes.

Corporate social responsibility (CSR) implies the responsibility of companies for sustainable management in economic, ecological and social terms. The majority of CSR works in science and research were written primarily with the focus on ethics (moral vs. market economy), bearer of responsibility (state vs. companies) and management (e.g. best practice, manuals). This article comes from the perspective of a stakeholder group that is constantly mentioned but receive insufficient attention: unions. Research indicated early on that unions leaned back in the European CSR-debate since its beginning 2001. Based on the case of German unions, the author will analyse their motivation by studying their statements. The systematic literature review provides the basis for his qualitative content analysis of reasonable motives. The results show the unions encountering a complex environment with diverse interests, in which it is difficult to position themselves. Furthermore CSR requirements placed on companies were considered, by economy, to be set very high. Although CSR is not driven by legal regulations, it unfolds quasi-binding rules. For those reasons, it is not surprising that unions were sceptical and restrictive. With its analysis of a defensive CSR strategy, the study contributes to progress in the field of engagement in international debates. The author deals in a theoretical-conceptual way with the existing research results in this field, invalidates them and presents his own attempt with explanation. His explanatory approach extends the existing explanatory patterns by a new perspective for the problem described.

This report wishes to explore the dimension, quality and characteristics of Gig Economy in a comparative way. Platform capitalism represents the most appropriate form to interpret the ongoing capitalistic transformations. But the modalities to analyze this phenomenon and the normative efforts appear as still very much contaminated by the prevalent narratives among public opinion. This comparative analysis looks at the main studies carried out at a European and national level on the quality and diffusion of platform economies, in an attempt to go beyond mainstream narratives, and therefore offer a new angle for policy actions. This study is divided transversally by topic (definitions and terminology, occupational comparison, working conditions) and five chapters are dedicated to different platform typologies:Cloudwork as a growing modality for “offline” companies to outsource work and divide work globally;Food delivery, and a gallery on the main existing platforms, followed by an analysis and evaluation of future trends and evolutions in the sector;Domestic work and a European comparison proposing a report on the main platform and a study on growth trends;Digital tourism, to understand the impact on the sector and potential future scenarios. L astly, the report closes with an analysis on the interaction between Gig Economy and industrial relations, trying to investigate the theoretical underpinnings and the experimentations adopted in the Eu28. Facing a lack of coherent legislation on the platform system, collective bargaining has moved towards the proposal of benchmark standards and the safeguard of working conditions of digital workers. Even though these are still not widespread, there are contractual experimentations dedicated to platform workers going on in various countries (Italy, Spain, Sweden, Denmark, Switzerland) which try to surpass the hurdle represented by the juridical employment status (autonomous or subordinate) which has often created problems for lawmakers.

The growth of digital platforms in many industries attracted the attention of scholars and activists alike. A number of studies, in disciplines such as management, emphasized the role of digital technology in transforming market logics and described platforms as the harbingers of a more democratic organization of economic activities. The more platforms became relevant in intermediating between clients and providers of services and goods, the more conflicts related to working conditions rose, calling for a critical approach to the so-called platform economy. The most recent debate focused on the connection between the rise of platforms and the effects of neoliberalism in relaxing employment regulations and in pushing an increasing number of individuals towards "gig" types of jobs. We deal with these tensions and consider the emerging forms of organization and strategies of workers' movements. We focus on the food delivery sector and on the most popular informal workers' movement in Italy: Riders Union Bologna (Rub). The aim of the paper is to investigate the factors that stimulated the rise of informal unionism in food delivery, and to pinpoint the reasons motivating specific struggling and organizing strategies among platform workers.

The article describes the features of the 4.0 economy which are linked to the so-called ‘cancer stage capitalism’, and which influence the directions of development of European industrial relations. This extensive research area has been reduced to those elements of transformations associated with the progress of the 4.0 economy that undermine or invalidate the existing ‘regimes’, developed so far in the framework of certain ‘matters’, including public affairs, industrial relations and social dialogue.

This study to analyze about understanding the driver and the company of Gojek about Partnership Agreements which is different with Work Agreements that has been set up by labor law in Indonesia, so it became a new study, and then analyze to know the relation that partnerships between the driver, company, government and consumer. This research is assessed using the theory social exchange Peter Blau. The method of this study is naturalistic inquiry. We find there is a different understanding between the driver with the company of Partnership Agreements. According to the drivers, contract offered by the company Gojek have not answered the rights of driver as a partner or as worker, like social security, a system of compensation, and working time. Partnership Agreements that should have mutually beneficial, but in fact a working relationship which is interwoven as a working relationship on workers that have must always be subject to any company policy. Therefore the drivers agree if online transportation of ojek arranged by the government. The absence of a labor union official and there is no industrial relations commonly called Tripartite between the driver, company, government and consumer.

The essay reflects on the impact that offensive communications addressed at trade union, through social networks, can have on the dynamics of industrial relations. Particular attention is given to the behaviors put in place by the employer and aimed at favoring a specific trade union or a specific “group” of workers.

After a start of institutionalisation under the Weimar Republic, the German sociology of work established itself during the 1960s, making of industrial relations, technology and industrial skilled labor its core issues. The affirmation of a subjectivation paradigm in the 1980s broadened the spectrum of analysis to include the agency and embodied dimension of work. Although these different research orientations remain relatively compartementalised, they have hitherto shared a unifying framework in terms of the Marxist reference and the ambition to offer a critical diagnosis of society. But this ambition is currently in search of a new theory of society, while the dominant mode of contractual research funding leaves small latitude for broad theoretical investigations.

The paper summarizes the rationale and contents of a conference held at the Accademia Nazionale dei Lincei in December 2020, celebrating the fiftieth anniversary of the Italian Statuto dei lavoratori (Charter of Workers’ Rights): a reform that represents an important advancement in Italian civic development. The paper illustrates the Charter: its attempt to reconcile, in light of the Italian Constitution, the twin and opposite characteristics of labor as sacrifice and as contributing to the social dignity of workers; and the law’s compromises between the opposite needs of the labor process (stability and flexibility of employment, employers’ freedom in hiring, the need to avoid discrimination, and so on). JEL codes: J08, J28, J48, J53, J83

Considering that the regulation of the time and the possible economic relevance of the phases of waiting for delivery is a field of discussion still access regarding the work of riders, the Author analyzes, in detail, how the JustEatTakeway supplementary company agreement regulates the working hours of riders. The Author illustrates the discipline contained in the CCNL Logistica,Trasporto, Merci e Spedizione and in the Protocol signed on July 18, 2018 for the same sector, to which the same company agreement in comment refers.

The Author presents the comment to the corporate collective agreement Takeaway.com Express Italy (JustEatTakeaway group), in the section Reports & Comments of the journal. Some leading figures of the negotiation and a group of academics were asked to comment on the genesis and the most relevant legal aspects of the collective agreement, given its novelty. The agreement, in fact, has the purpose to combine the flexible organization of the company with a network of rider, hired, for the first time in Italy, as employees.