The Collective Dimensions of Employment Relations: Interdisciplinary Perspectives on Workers’ Voices and Changing Workplace Patterns

Contents
Editors and Contributors
List of Figures
List of Tables
1 Introduction
Part I The Collective Dimensions of Employment: A Taxonomy
2 Challenges for Workers’ Participation
	Introduction
	The Variety of Systems of Workers Participation
	The Advantages of Workers’ Participation
	The Approach of the European Union
	The Preconditions of Workers’ Participation
	The Need for Workers’ Participation Bigger Than Ever
	Does Workers’ Participation Have a Future?
	Conclusion
	References
3 Trade Unions, Employers’ Association and the Law
	Introduction
	Trade Unions and Employers’ Associations, What’s in a Name?
	The Acquisition of Legal Personality
	The Issue of Representativeness
	Interactions with and Between Trade Unions and Employers’ Associations
	Interactions Between Trade Unions and Employers
	Interactions Between Trade Unions and Workers’ Representatives not Related to the Trade Unions
	Conclusion
	References
4 Organization as Collective Rule-Making
	Introduction
	Interdependence
	Coordination
	Interpreting Coordination: Alternative Options
	Beyond the Fiction
	References
5 The Collective Dimensions of the Employment Relationship: Ways Beyond Traditional Views
	Dimensions Is Not a Typo
	Beyond the “Fiction”: The ‘Inescapable Workers’ Participation’ in the Relational Perspective
	The Prescriptive Perspective, Its Demands, and Some Solutions
	References
Part II The Collective Dimensions and Workplace Organisation
6 Does Control Change Nature in Industrial Digital Work? A Secondary Analysis of the 1991–2015 European Working Conditions Surveys
	Introduction
	Theoretical Framework
		Control Based on Actual Direct Surveillance
		Control Based on the Possibility of Direct Surveillance
		Controlled Autonomy (and Internalized Control)
	Research Methodology
		Data Sources
		Cases and Variables Selection
		Data Analysis
	Discussion and Conclusions
	References
7 Neoliberal Conceptions of the Individual in Labour Law
	Introduction
	The Neoliberal Subject
		The Liberal Firm
		The Neoliberal Firm
		The Neoliberal Subject and Neoliberal Rationality
	The Neoliberal Subject in Labour Law
		Modelling the Individual on the Corporation
		Replacing Labour with Human Capital: Choosing Working Times
		Time as Capital
		Skill
		Discretion as Autonomy
		Blurring Production and Reproduction
		Reimagining Business Activity and Entrepreneurialism
		Liberal Rationality and Business Activity
		Neoliberal Business Activity and Indifference to Institutional Context
			A Contrast for Emphasis
			Neoliberal Rationality and Means-Ends Logic
		Over-Contractualization
	Conclusion
	References
8 Is the Structure of Employee Representation Institutions in Europe Adapted to the Economic Transformations? Analysis and Proposals from the Spanish Case
	Background: New Production Structures, Same Worker Representation Bodies?
	European Legislative Shortcomings: The Spanish Case as Example
	Alternatives to Be Found in the European Context: In Particular, the French Model
	Proposals to Increase Employee-Elected Representation Coverage and to Improve Its Effectiveness
	References
Part III Challenges and Perspectives for the Collective Dimensions of Employment: National Focuses
9 The Right to Strike: The ILO and ECHR Legal Frameworks and the Potential Non-compliance with Those Standards of the New Swedish Legislation
	Introduction
		Background
			The Swedish Trade Union Movement Between Pluralism and Lack of Competition Among Different Unions
	The Industrial Conflict in the Göteborg Harbour
	The Law on the Limitation of the Right to Strike
	The Right to Strike in the Context of the ILO Clash of 2012 Between the Employers and Workers’ Groups
	The Links Between Right to Strike and Freedom of Association in the ECtHR Case Law
	The Swedish Reform in the Light of the Legal Constraints Stemming from the ILO and the European Convention of Human Rights
	Conclusion
	References
10 ‘Prova di Solidarietà’: How Effectively are Unions and Emerging Collective Worker Representatives Responding to New Business Models in Australia and Italy?
	Introduction
	Comparing the Landscape: Trade Unions, Labour Law and New Business Models in Australia and Italy
		Trade Union Organisation and the Legal Framework for Worker Representation
			Italy
			Australia
		Adoption of New Business Models
			Italy
			Australia
	Assessing the Effectiveness of Collectivist Responses to New Business Models
	Union and Emerging Collectivist Responses in Australia and Italy: A New Model of Solidarity for the Changing World of Work?
		Overview
		Collective Bargaining/Attempts to Negotiate Collective Agreements
			Italy
			Australia
			Assessment
		Union Lobbying to Obtain Improvements in Regulatory Framework
			Italy
			Australia
			Assessment
		Litigation to Challenge Particular Business Models
			Italy
			Australia
			Assessment
			Self-Organisation/Spontaneous Worker Protests
			Australia
			Assessment
	Conclusions
	References
11 Explaining Failures of Social Dialogue Building in Eastern Europe
	Introduction
	Strengthening of Social Dialogue in CEE
		Social Dialogue Institution Building via Political Reforms
		Europeanization Through Capacity Building and Dissemination of Social Standards
	The Baltic Extremes
	Why Should Employers Be Motivated in Social Dialogue?
	Multi-employer Bargaining and the Competitiveness of Baltic Exports
		Baltic Exports
		Competitiveness of Baltic Exports
	Conclusion
	References
12 New Challenges for the Collective Representation of Platform Workers in Russia and China
	Introduction
	Shared Economy: Gig Drivers and Couriers
		Russia
		China
	Legal Status of Platform Workers
		Russia
		China
	Trade Unions and Gig Workers
		Russia
	Couriers’ and Gig Drivers’ Protests
		China
	Conclusion
	References
13 Evidence from Monitoring on Tax Incentives on the Performance Related Pay in Italy
	Introduction
	Measures for Labour Productivity in Decentralized Bargaining
		Evolution of Productivity Measures in Decentralized Bargaining
	The Integration by Company, Size, Industry and Region
	Problems of Measurability of Performance Increases and Choices Made by Companies
		New Features in the Installation of Concession Measures: The Incremental Nature and Verifiability of Target Values
		Objectives and Criteria for Measuring Performance Bonuses
		Performance Indicators
	Conclusions
	References
Index