Unemployment Compensation. Compulsory Retirement under Collective Bargaining Agreement Is Involuntary Leaving Which Does Not Disqualify Claim for Unemployment Compensation

1954 ◽  
Vol 67 (8) ◽  
pp. 1437
Keyword(s):  
Collective Bargaining ◽  
Collective Bargaining Agreement ◽  
Unemployment Compensation

Managing Decentralization: The Strategy of Institutional Differentiation in German Industrial Relations

1999 ◽  
Vol 17 (4) ◽  
pp. 52-73 ◽  
Author(s):  
Wolfgang Schroeder ◽  
Rainer Weinert
Keyword(s):  
Collective Bargaining ◽  
Welfare State ◽  
Social Organization ◽  
Industrial Relations ◽  
Collective Bargaining Agreement ◽  
The Political ◽  
Process Of Change ◽  
Social Democratic ◽  
Institutional Differentiation ◽  
The Welfare State

The approach of the new millennium appears to signal the demiseof traditional models of social organization. The political core ofthis process of change—the restructuring of the welfare state—andthe related crisis of the industrywide collective bargaining agreementhave been subjects of much debate. For some years now inspecialist literature, this debate has been conducted between theproponents of a neo-liberal (minimally regulated) welfare state andthe supporters of a social democratic model (highly regulated). Thealternatives are variously expressed as “exit vs. voice,” “comparativeausterity vs. progressive competitiveness,” or “deregulation vs.cooperative re-regulation.”

Did the 2011 Change to NFL Rookie Compensation Alter How Sunk Costs Affect Utilization?

2020 ◽  
pp. 152700252098343
Author(s):  
Quinn Andrew Wesley Keefer
Keyword(s):  
Collective Bargaining ◽  
Regression Discontinuity ◽  
Sunk Costs ◽  
Collective Bargaining Agreement ◽  
Sunk Cost ◽  
Wage Scale ◽  
The One

The 2011 NFL collective bargaining agreement introduced significant changes to rookie compensation, including a rookie wage scale. We test if the new rules changed how sunk costs affect utilization for drafted rookies. Our regression discontinuity results show a robust sunk-cost fallacy that is similar in magnitude to the one documented under the previous agreement. Second-round selections play significantly less than their first-round counterparts, as measured by percentage of games started, total snaps played, and percentage of snaps played. However, the effect is not evident beyond the rookie season. Additional results show coaching success and coaching changes are important factors.

Comparing collective bargaining agreements for developing countries

2015 ◽  
Vol 36 (1) ◽  
pp. 86-102 ◽  
Author(s):  
Janna Besamusca ◽  
Kea Tijdens
Keyword(s):  
Developing Countries ◽  
Collective Bargaining ◽  
Working Hours ◽  
Collective Bargaining Agreement ◽  
Web Based ◽  
Content Type ◽  
Paid Leave ◽  
Collective Agreements ◽  
Country Comparison ◽  
Work Family

Purpose – The purpose of this paper is to fill several knowledge gaps regarding the contents of collective agreements, using a new online database. The authors analyse 249 collective agreements from 11 countries – Benin, Brazil, Ghana, Indonesia, Kenya, Madagascar, Peru, Senegal, Tanzania, Togo, Uganda. The authors research to what extent wage and other remuneration-related clauses, working hours, paid leave arrangements and work-family arrangements are included in collective agreements and whether bargaining topics cluster within agreements. Design/methodology/approach – The authors use the web-based WageIndicator Collective Bargaining Agreement Database with uniformly coded agreements, that are both collected and made accessible online. The authors present a quantitative multi-country comparison of the inclusion and contents of the clauses in the agreements. Findings – The authors find that 98 per cent of the collective agreements include clauses on wages, but that only few agreements specify wage levels. Up to 71 per cent have clauses on social security, 89 per cent on working hours and 84 per cent of work-family arrangements. The authors also find that collective agreements including one of these four clauses, are also more likely to include the other three and conclude that no trade off exists between their inclusion on the bargaining agenda. Research limitations/implications – Being one of the first multi-country analyses of collective agreements, the analysis is primarily explorative, aiming to establish a factual baseline with regard to the contents of collective agreements. Originality/value – This study is unique because of its focus on the content of collective bargaining agreements. The authors are the first to be able to show empirically which clauses are included in existing collective agreements in developing countries.

scholarly journals International Unionism’s Competitive Edge

2003 ◽  
Vol 58 (1) ◽  
pp. 85-108 ◽  
Author(s):  
Braham Dabscheck
Keyword(s):  
Collective Bargaining ◽  
Industrial Relations ◽  
Compensation System ◽  
International Federation ◽  
European Court Of Justice ◽  
Collective Bargaining Agreement ◽  
Freedom Of Movement ◽  
Competitive Edge ◽  
Court Of Justice ◽  
European Court

AbstractGlobalization and neo-liberalism have been associated with a decline in unions. In seeking to respond to these problems, unions could cooperate internationally. The orthodoxy among industrial relations scholars is that the European Treaty is antithetical to international unionism because of various provisions which promote competition. The experience of the International Federation of Professional Footballers’ Associations (FIFPro) contradicts this orthodoxy. In August 2001, FIFPro entered into a framework collective bargaining agreement with Fédération Internationale de Football Association (FIFA) on a new set of rules to govern the worldwide employment of professional footballers. Football’s transfer and compensation system violated competitive provisions, in particular the freedom of movement of workers, contained in the European Treaty. Following the 1995 decision of the European Court of Justice in Bosman, and strategic interventions by the European Commission, FIFA sought an accommodation with FIFPro, to protect its new employment rules from further legal attack.

Mediation—Its Forms and Functions

2021 ◽  
pp. 101-106
Author(s):  
Lon L. Fuller
Keyword(s):  
Collective Bargaining ◽  
Collective Bargaining Agreement ◽  
The Creation

This article examines the forms and functions of mediation. Mediation is commonly directed, not toward achieving conformity to norms, but toward the creation of the relevant norms themselves. It may be suggested that mediation is always, in any event, directed toward bringing about a more harmonious relationship between the parties. However, mediation can also be directed, not toward cementing a relationship, but toward terminating it. The article then looks at the negotiation of a collective bargaining agreement. The central quality of mediation is its capacity to reorient the parties toward each other, not by imposing rules on them, but by helping them to achieve a new and shared perception of their relationship, a perception that will redirect their attitudes and dispositions toward one another.

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