European legal regulation.
Employment protection measures within
the EU are being implemented across 15
Member States, which have different
traditions of legal regulation. This can
be an additional source of tension. The
original six Member States were more
accustomed to a prescriptive and
interventionist approach in employee
relations; whilst the UK, for example,
has a more voluntarist tradition, based
on free collective bargaining.
Employers and trade unions.
Throughout employment relations within
the European Union, there is also
evidence of the familiar differences of
interest between employers and trade
unions. As recognisable within UK
industrial relations, these differences
of interest usually focus around three
sets of issues.
Economic considerations: for example the
extent to which EU policy facilitates or
impedes job creation; the extent to
which unit labour costs are perceived to
rise as a result of employment
protection laws.
Balance of power considerations: for
example the extent to which EU
regulations constrain the right to
manage; the extent to which employee
interests are accommodated, through
employee participation, in corporate
decision-making.
Values: for example the extent to which
equal treatment, job security etc are
promoted within an organisation's
employee relations.
What
is employers-solicitors ?