Implementing global framework agreements: the limits of social partnership
Implementing global framework agreements: the limits of social partnership
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实施全球框架协议：社会伙伴关系的局限性
DOI：
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发表时间：
2015
期刊：
影响因子：
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通讯作者：
Jamie K. Mccallum
中科院分区：
文献类型：
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作者：
M. Fichter;Jamie K. Mccallum
跨国公司代表与工会谈判达成的全球框架协定是全球范围内私人管理劳工关系的一种形式。在全球工会联合会的构想和推动下，它们的数量在过去二十年中大幅增加。然而，正如经验研究所显示的那样，它们的执行记录一直很差。我们认为，这是因为它们是在基于“社会伙伴关系”的劳资关系范围内谈判的。这种高度制度化的对话环境与跨国公司子公司、特别是其全球生产网络中普遍存在的有争议的劳资关系形成鲜明对比。然而，在这些最需要全球框架协议的地方，工人及其工会大多没有参与谈判。而不是依赖于“社会伙伴关系”，我们主张工会接受“冲突伙伴关系”的方法，一个承认和解决劳动关系中的对话和冲突之间的紧张关系。为了突出我们的论点，我们提出了两个对比的案例研究，从服务部门。
Global framework agreements, negotiated between representatives of transnational corporations and trade unions, are a form of private regulation of labour relations on a global scale. Conceived and promoted by the global union federations, their numbers have increased considerably over the past two decades. However, as empirical research has shown, their record of implementation has been poor. We attribute this to them having been negotiated within the limits of a labour-management relationship based on ‘social partnership’. This highly institutionalized setting of dialogue contrasts markedly with the widespread incidence of contested labour relations in subsidiaries of transnational corporations and in particular throughout their global production networks. Yet, workers and their unions at such sites, where global framework agreements are most needed, have mostly not been involved in their negotiation. Instead of relying on ‘social partnership’, we argue for unions to embrace a ‘conflict partnership’ approach, one that recognizes and addresses the tension between dialogue and conflict in labour relations. To highlight our arguments, we present two contrasting case studies from the service sector.