The document discusses trade unions in the Netherlands and their activities within transnational companies like Heineken. It describes the structure of Dutch trade unions like FNV and their focus on promoting workers' rights globally through researching labor conditions within multinational supply chains and establishing international union networks. The challenges of globalization are addressed through coordinating information exchange and joint action across networks to counter the power of multinational corporations.
There has been continuous erosion of the influence and power of trade unions over the last three decades. Does this indicate that the industrial relations system premised on a concept that there is an imbalance of power in the employment relationship is now outdated, that workplace problems in a complex business environment are better addressed by new approaches such as ‘human resource management’ or organisational behaviour
There has been continuous erosion of the influence and power of trade unions over the last three decades. Does this indicate that the industrial relations system premised on a concept that there is an imbalance of power in the employment relationship is now outdated, that workplace problems in a complex business environment are better addressed by new approaches such as ‘human resource management’ or organisational behaviour
A trade union is an organization of worker who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working condition. Trade unions are the controller of the labor force of an industry which works for the betterment of the country’s trade by ensuring the right of the labor force. The trade union, through its leadership, bargains with the employer on behalf of union members and negotiates labor contract with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. Unions may organize a particular section of skilled workers like craft unionism a cross-section of workers from various trades or attempt to organize all workers within a particular industry. Trade unions traditionally have a constitution which details the governance of their bargaining unit and also have governance at various levels of government depending on the industry that binds them legally to their negotiations and functioning. Trade unions try to develop close working relationships with employers. Globalization businesses are expanding rapidly for that reason the workforce in the industries are increasing hugely. To maintain the whole work force alone by the management is a very tough job. Trade unions are the only way to manage, compliant, and control the labor force. Lots of objectives are there to organize trade unions.
Chris K.C. Chan, (Chinese University, Hong Kong and Asia Monitoring Resource Centre) makes a presentation on ‘Changing State and labour relations in China’. He relates labour issues with the Chinese economy
and economic problems. He shows that the Belt and Roadways initiative has been designed to help the over production in Chinese manufacturing industries and the tuse of Chinese labour abroad, has helped decrease unemployment in China.
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
introduction to trade unions
trade unions characteristics
objectives of trade unions
how trade unions are financed
how trade unions recruits its members
why employees join trade unions
functions of trade unions
trade union structure
Weakness/challenges/problems facing trade unions
Measures to strengthen trade unions
Advantages of trade unions to workers, employeer and society
criticism of trade unions by employer
A trade union is an organization of worker who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working condition. Trade unions are the controller of the labor force of an industry which works for the betterment of the country’s trade by ensuring the right of the labor force. The trade union, through its leadership, bargains with the employer on behalf of union members and negotiates labor contract with employers. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment. This may include the negotiation of wages, work rules, complaint procedures, rules governing hiring, firing and promotion of workers, benefits, workplace safety and policies. Unions may organize a particular section of skilled workers like craft unionism a cross-section of workers from various trades or attempt to organize all workers within a particular industry. Trade unions traditionally have a constitution which details the governance of their bargaining unit and also have governance at various levels of government depending on the industry that binds them legally to their negotiations and functioning. Trade unions try to develop close working relationships with employers. Globalization businesses are expanding rapidly for that reason the workforce in the industries are increasing hugely. To maintain the whole work force alone by the management is a very tough job. Trade unions are the only way to manage, compliant, and control the labor force. Lots of objectives are there to organize trade unions.
Chris K.C. Chan, (Chinese University, Hong Kong and Asia Monitoring Resource Centre) makes a presentation on ‘Changing State and labour relations in China’. He relates labour issues with the Chinese economy
and economic problems. He shows that the Belt and Roadways initiative has been designed to help the over production in Chinese manufacturing industries and the tuse of Chinese labour abroad, has helped decrease unemployment in China.
Industrial relations are the relationship between management and employees or among employees and their organization. Industrial relation deal with either the relationships between the state and the employers and the workers organization or the relation between the occupational organizations themselves. The ILO uses the expression to denote such matters as freedom of association and the protection of the right to organize, the application of the principles of the right to organize, and the right of collective bargaining, collective agreements, conciliation and arbitration and machinery for cooperation between the authorities and the occupational organizations at various levels of the economy.
The term Industrial Relations refers to relationship between Management and Labor or among Employees and their organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the employment relationship labor and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in Industrial Relations one, as and initiator of policies and the other, as an employer by setting up an extremely large public sector.
introduction to trade unions
trade unions characteristics
objectives of trade unions
how trade unions are financed
how trade unions recruits its members
why employees join trade unions
functions of trade unions
trade union structure
Weakness/challenges/problems facing trade unions
Measures to strengthen trade unions
Advantages of trade unions to workers, employeer and society
criticism of trade unions by employer
In this presentation, we will understand the meaning and factors of industrial relations, analyze the three aspects of industrial relations, meaning and functions of trade unions and discuss the influence of trade unios on business and human resource management.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
A Practical CNV Guide To The Ruggie PrinciplesCNV Vakcentrale
What can you as a trade union leader official do about human rights violations in your company, with the help of CNV Internationaal via your international network? Or even
better: how can you prevent the rights of workers being violated in the first place?
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Pr...CNV Vakcentrale
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Principles - How to address human rights violations within your company or branch
A way of effectively dealing with abuses and wrongs
The ‘Ruggie Principles’ are the UN Principles
for both exposing and preventing violations of
human rights in companies, sectors and industries
worldwide. Especially for trade unions and Works
Councils, the Ruggie Principles are a useful and
effective resource for addressing companies
about compliance with internationally recognised
labour standards. Moreover, the principles provide
additional possibilities for promoting the Decent
Work agenda and international solidarity and
collegiality.
With this guide, the CNV is actively bringing the
Ruggie Principles to the attention of trade union
leaders, trade union officials and members of
Works Councils in the Netherlands, and, translated
into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and
Eastern Europe.
Take advantage of this new resource! Instead of
long texts about background circumstances, we
give you tips, ideas and examples to help you apply
Corporate Social Responsibility (CSR) in the chain. It
is a manual for putting the principles into practice.
Towards fair supply chains a practical guide for trade unionsCNV Vakcentrale
The ‘Ruggie Principles’ are the new UN Principles for both exposing and preventing violations of human rights in
companies, sectors and industries worldwide. Especially for trade unions and Works Councils, the Ruggie Principles are
a useful and effective resource for addressing companies about compliance with internationally recognised labour
standards. Moreover, the principles provide additional possibilities for promoting the Decent Work agenda and
international solidarity and collegiality.
With this guide, the CNV is actively bringing the Ruggie Principles to the attention of trade union leaders, trade union
officials and members of Works Councils in the Netherlands, and, translated into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and Eastern Europe.
Take advantage of this new resource! Instead of long texts about background circumstances, we give you tips, ideas and
examples to help you apply Corporate Social Responsibility (CSR) in the chain. It is a manual for putting the principles
into practice.
This manual is also available in Dutch http://www.slideshare.net/Vakbond/cnv-mvo, and on demand to internationaal@cnv.nl in French and Spanish.
More information on corporate social responsibility: http://www.cnvinternationaal.nl/en/csr/
This presentation by the UK NCP was made during the Promoting Responsible Investment in Myanmar Conference (4 March 2014) in the session on opportunities for RBC in Myanmar.
Find out more at http://mneguidelines.oecd.org/2014-conference-promoting-responsible-investment-myanmar.htm
Memes ExplainedFrom an AskReddit post on how to explain memes to.docxbuffydtesurina
Memes Explained
From an AskReddit post on how to explain memes to your parents:
Memes are a shareable image, gif, or video clip, often including text. They are an accessible global injoke. Each meme is funny because it feels like special knowledge, often referencing popular culture, or things that have cult status. It's a big joke that everyone knows about, and anyone can change to fit their specific idea.
-Posted by HardAsFeathers
____________________
meme |mēm|
noun
an element of a culture or system of behavior that may be considered to be passed from one individual to another by nongenetic means, especially imitation.
• a humorous image, video, piece of text, etc. that is copied (often with slight variations) and spread rapidly by Internet users.
DERIVATIVES
memetic |mēˈmetik, mə-| adjective
ORIGIN 1970s: from Greek mimēma ‘that which is imitated,’ on the pattern of gene.
How can unions continue to remain relevant in a more dynamic
world of labor?
Kavi Guppta
FORBES, October 12, 2016
Retrieved from:
https://www.forbes.com/sites/kaviguppta/2016/10/12/will-labor-
unions-survive-in-the-era-of-automation/#26a88b9b3b22
There is no “one best way” for unions to respond to these challenges, but there
is consensus that unions will continue to remain relevant only by anticipating
and adapting their organizing and collective bargaining strategies to the
continuously changing economy, labor market, demography, work
organization, and human resource management.
Successful stories on unions embedding transnational corporations come from
their ability to engage themselves in international networks and collective
action. For example, thanks to UNI Global Union coordination efforts, the
North American management of SecureCorp was convinced to abandon an
anti-union strategy and sign an international framework agreement (IFA) at
the end of 2008, setting important standards which could be referenced
throughout the service and commerce sectors.
Similar cases can be reported from both US and European countries, where
international framework agreements between MNCs and trade unions have
been signed since 1988 (when Danone concluded the first IFA). Equally
relevant for trade unions committed to the promotion of solidarity is
establishing alliances with community groups and civil society organizations.
Though driven by the initiative of the local mayor, an example can be brought
by the so-called “KeepGM” movement: a multi-stakeholder campaign
organized in the city of Lansing, Michigan in the 1990s when General Motors
was facing serious economic troubles.
The strategy involved the most important local actors, such as the public
administration, the United Automobile Workers (UAW), the University of
Michigan and GM managers: all committed to demonstrating the value of
Lansing and its workforce against closure threats. Subsequently, a new
technical education campus was built to expand training programs for GM,
necessary infras.
This manual is the result of several years of ACTRAV’s efforts in support of trade unions working to eradicate all forms of child labour. The scourge of child labour remains a challenge today.
Even though we have made progress in the recent past, there are still some 168 million children in child labour across the world. This is not acceptable. We have to renew our efforts in this fight against the exploitation of the weakest in society.
Trade unions have always been engaged in this fight against child labour. Through successive programs, ACTRAV has provided technical and financial
support to these unions. This manual draws on a number of lessons learnt from several years of ACTRAV’s engagement in this area of work. The manual therefore focuses on the added value of trade unions in the fight against child labour. Hence, unlike other guides in the past, it places an emphasis on ways
of engagement in the fight against child labour which best suits trade unions.
Strategic areas where trade unions have a natural disposition to make a difference to the global effort to fight child labour identified in this manual include, influencing national socio-economic policies through engagement with governments; using organising strategies and collective bargaining as a means of tackling child labour; using the ILO supervisory system to effect change in national laws and practices dealing with child labour; and participation in national and international campaigns against child labour.
The manual also provides unions with an up-to-date understanding of what child labour is today and the need for an official trade union policy to tackle it.
Another important novelty of this manual is that it presents a wide array of examples of concrete trade union actions to tackle child labour. These examples in the manual are not presented as models for all unions to follow. Rather, they are in the manual firstly to indicate that it is possible for unions to engage in the
fight against child labour. Secondly, they are here as examples to inspire other unions to develop their own country-specific actions against child labour. ACTRAV expresses its appreciation to all those who have contributed to the development of this manual. Particular thanks go to Ms Nora Wintour who drafted the manual and to colleagues in ACTRAV and IPEC who provided comments on successive drafts. We are confident that this manual will be a useful tool for trade unions in their engagement in the fight against child labour.
Maria Helena Andre
Director
Bureau for Workers’ Activities (ACTRAV)
Business and human rights, particularly in developing countries are under increasing scrutiny. Allegations of sweatshop factories, dangerous working conditions and child labour have been made against a wide-range of companies, particularly those reliant on foreign supply and value chains. The resulting impact to reputation and sales can be hugely detrimental, reflecting an increased ethical awareness amongst customers and investors who are quick to disassociate themselves from tainted brands. This session aims to provide an overview of the issues you should be aware of.
This presentation was conducted on 31 October 2013 by Eversheds' Martin Warren, Partner, and Jane O'Rouke, HR Consultant.
6 & 7 November 2013, Granada
UNI Europa project EWCs : tools for transnational trade union action
Final conference, Strengthening EWC through better trade union coordination to tackle the effects of the crisis
18-20 February 2014, Sevilla - ETUI -
Participants’ profile: TU officials of UNI Europa affiliates of different sectors and regions, who have been nominated by UNI Europa secretariat to coordinate one or more EWCs
Objective: Promote communication and coordination across UNI Europa sectors. To do so, role of coordinator will be discussed, EU texts & mechanisms put forward, participants experience shared
Among those that have participated to both events, a group formed and started asking the question: “in addition to constantly specializing the EWC components, how would it be possible to spread basic knowledge to the whole audience? This is how the To.Be.e EWC project was born.
2014 11 05 uni europa project ewc fit for purpose gabriele guglielmi_to be e ewc_eng
Ethical and Sustainable Manufacturing in the Footwear IndustryCTC Groupe
"Ethical and Sustainable Manufacturing in the Footwear Industry" - Presentation of Yves Morin, CEO of CTC Groupe and President of UITIC (International Union of Shoe Industry Technicians) for the 5th World Footwear Congress of the CEC (European Confederation of the Footwear Industry) in Leon, Mexico, November 25th, 2014.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
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This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
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* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
How Mentoring Elevates Your PM Career | PMI Silver Spring Chapter
Multinationals and trade union work
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13. Main goal globalisation of workers’ rights Method: Researching labour standards within multinationals and their supply chains Setting up international trade union networks in Dutch multinationals
18. Social policy Implementation Strategy Practice Monitoring Chain Quality of policies? Are policies properly implemented? Is the company strategy in line with company policy? What does it look like in practice? How is monitoring handled? What is the scope of the policy? Influencing companies through research and networking
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