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1.
对集体谈判中政府的角色定位的认识 总被引：1，自引：0，他引：1
集体谈判是解决劳动矛盾的主要方式。目前我国劳资矛盾尖锐,工会不能发挥组织实施集体谈判的作用,工资集体谈判制度效果不佳,推行工资集体协商制度最终还是要靠政府。政府在集体谈判中担当着组织、协调和监督的角色。现阶段我国政府应该从创造建立合作与和谐的劳动关系的舆论氛围、建立促进集体谈判的制度框架、加强劳动关系方面的法制建设、提升基层工会的层次,以及强化处理劳资关系的服务能力等方面推动集体谈判。 相似文献
2.
杨晓石 《十堰职业技术学院学报》2008,21(1):59-61
集体谈判权作为集体劳权通常是由劳动者集体享有,并由工会作为劳动者的代表来行使的权利,是集体劳权的核心权利。集体谈判权是通过集体谈判制度来实现和保障的。我国集体谈判权的发展还存在着很多问题,我们必须从多方面加以重视。 相似文献
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我国工会开展工资集体谈判存在信息资源不对称、谈判的工会级别偏低、法律不健全以及基层工会体制障碍等困境。要快速地整体推进我国工会工资集体谈判,需要有良好的法律环境支持,完善立法;改革工会旧体制,加强工会组织的建设;大力培育产业或行业工会,提升开展工资集体谈判的工会级别;强化企业诚实的信息披露义务,防止工会因信息不对称而陷入被动局面。 相似文献
4.
王向前 《南通师范学院学报》2000,16(1):58-61
“集体谈判”一词是表示集体合同双方的商谈过程听国际通用术语。集体谈判是集体合同制度的有机组成部分，与集体合同制度无法分离。我国不应当使用“集集协商”和“平等协商”来表示集体谈判。 相似文献
5.
“改革式”教师集体谈判是20世纪80年代以来在全美范围内兴起的一种新型谈判模式.它从构建新型教师评估模式、调整薪资分配方式、协调教师与管理者关系三个方面入手变革传统工业谈判模式,使教师集体谈判呈现出专业化、合作化、民主化的特征与发展走向.在推进我国教育民主化发展的进程中,美国“改革式”教师集体谈判的实践经验可资借鉴. 相似文献
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7.
浅析我国集体谈判制度 总被引：1，自引：0，他引：1
杨萍 《齐齐哈尔师范高等专科学校学报》2011,(1):86-87
改革开放以来,随着产业结构的调整升级,我国劳动力市场发展迅速。但由于缺乏法律和制度的约束,目前我国劳动争议多发,劳动关系日益复杂化。集体谈判制度是市场经济国家调整劳动关系的重要途径,但集体谈判制度在我国的发展仍处于初级阶段,面临着很多的困难和问题。 相似文献
8.
张新奎 《佳木斯教育学院学报》2006,(1):10-12
自由结社权和集体谈判权是劳工权的基础与核心，是国际人权宣言和国际劳工大会公约等规定的基本权利。而在我国虽然宪法对自由结社权作出原则规定，但是我国劳动法和工会法对此有漏洞和欠缺之处，需要在自由结社和集体谈判权方面对我国劳动法和工会法进行完善。具体应该在保障工人自由结社权、保障工会自主权和建立集体谈判制度等方面进行立法。以更好地保护我国工人的合法权益。 相似文献
9.
毛景 《信阳师范学院学报(哲学社会科学版)》2013,(6):63-66
20世纪初期,英国确立了与其经济体制相适应的集体谈判制度,并一直延续避行星今。受英国的自身经济发展、思想传统和政府政策等因素的影响,这一制度的形成经历了从暴力对抗、调解仲裁再到集体谈判确立的过程。我国目前也处于劳资矛盾多发期,虽然两国政治体制不同,劳资关系也不同,但探寻英国集体谈判制度的演变历程,总结和借鉴其历史蛭验。有利于构建我国和谐的劳动关系。 相似文献
10.
澳大利亚集体谈判具有受劳动者强烈支持、集体劳动关系与个人劳动关系相区分、政府密切监管的特征。我国集体协商制度与其相比,存在着制度推广的时间接近、都强调政府作用、工会职能都受到限制的共同点,同时也存在制度推广的方式不同、集体合同质量要求不同、集体劳动关系对集体合同依赖程度不同的区别。借鉴澳大利亚集体谈判制度,具体可从规范政府角色定住、适当提高集体合同的审核标准、以集体合同维系集体劳动关系几个方面进行,从而完善我国集体协商制度。 相似文献
11.
The absence of data-based research on the collective bargaining movement is surprising given the potential significance of this issue to the academic community. The purpose of this study is to show that community colleges can be differentiated on the basis of the particular collective bargaining representative selected and, furthermore, that those affiliated with one bargaining representative are different from community colleges which are not affiliated with any bargaining representative. These institutional differences are presented and their implications for both the collective bargaining and community college movements are discussed. 相似文献
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《Economics of Education Review》1995,14(2):167-178
This paper examines teachers' union activity in large school districts in the eleven states without collective bargaining legislation. A supply and demand model of municipal labor markets was used to specify reduced form wage, employment, and expenditure equations. These equations were then estimated using ordinary least squares regression analysis to determine the impact of teachers' collective bargaining. The presence of a collective bargaining agreement had a statistically significant effect on wages and district expenditures. Average teachers' sa;ary in districts with collective bargaining agreement was 9.5% higher than average salary in districts without collective bargaining agreements. Similarly, average school district expenditure was 15.6% higher in districts with collective bargaining agreements. 相似文献
13.
《Journal of Higher Education Policy & Management》2012,34(2):101-107
This essay relates collective bargaining in American higher education to the evolution of collegial governance and its erosion on some campuses. The diversity of American higher education and the industrial model of collective bargaining being transplanted to campuses explain the modest contribution made by collective bargaining to university governance. Based on the author's experience as sometime General Secretary of the American Association of University Professors, he concludes that faculty should have the right to decide to bargain collectively but that the cost of collective bargaining usually outweighs its benefits. He recommends that strengthening collegial governance is a preferable strategy for the future. 相似文献
14.
Current methods of public sector collective bargaining are modeled after private sector bilateral negotiations. Often they do not adequately reflect the pluralistic nature of the many publics affected by the results of such negotiations. In this study the authors examine the present methods of collective bargaining particularly as they relate to the public sector. The argument is made that in the public sector, particularly where public education is concerned, bilateral negotiations are not adequate nor desirable. They violate our democratic, pluralistic traditions. The legal and political issues involved in public bargaining are examined, as are current and suggested third party roles in the process. Four multilateral models for pluralist bargaining are then developed and discussed. The article concludes with a call for formalized public participation in public education collective bargaining. 相似文献
15.
This paper proposes a model for the verbal theory of collective bargaining. Four variables are used: trust, salary, inclination for collective bargaining, and general professional market. Postulates from the model and strategies for estimating its parameters are also discussed. 相似文献
16.
Jay G. Chambers 《Economics of Education Review》1981,1(4):467-481
Among labor economists there is a long-standing interest in the effects of collective bargaining in the public sector. Among industrial relations experts interest exists in the impact that differences in the legal status of public bargaining have on the outcomes of the bargaining process. It is the purpose of this article to shed some light on both questions by estimating the impact of collective bargaining on the earnings of public school teachers in the state of Missouri and then comparing the results with those obtained in the previous study for the state of California. The results reveal the same basic patterns and magnitudes of bargaining effects in the two states despite the differences in the legal status of bargaining. 相似文献
17.
Collective bargaining goals of university faculty 总被引：1，自引：0，他引：1
This paper examines the collective bargaining goals of 1,800 faculty members at eight Canadian universities. A particular focus of the study was the relationship between bargaining goals and traditional academic governance. The results of the analysis showed that faculty distinguish firmly between academic and nonacademic issues and deliberately choose to restrict the scope of bargaining to a relatively narrow range of issues involving money, job security, and grievance procedures. A major factor influencing this restricted bargaining scope was the confidence with and perceived influence of the traditional system of academic governance. The way in which the governance system functions helps determine whether academic and policy issues reach the bargaining table, suggesting that strong governance structures are not threatened by the advent of collective bargaining. 相似文献
18.
从法国公共部门集体谈判的准备、过程和结果三个方面入手,对其法律基础、谈判主体、协商范围、不正当的劳资做法和谈判诚意、僵局解决机制、罢工、成果——集体协议以及政府管理机构这八个主要问题进行了分析和探讨。 相似文献