The Experts below are selected from a list of 249 Experts worldwide ranked by ideXlab platform
Peter Turnbull - One of the best experts on this subject based on the ideXlab platform.
-
defending dock workers globalization and labor relations in the world s ports
Industrial Relations, 2007Co-Authors: Peter Turnbull, Victoria WassAbstract:Globalization has precipitated a major restructuring of the world's ports and brought in its wake a marked deterioration in dock workers terms and Conditions of Employment. Many trade unions have found it difficult to protect their members interests against this international race to the bottom, most notably in those countries where dock labor has been historically poorly organized but also where industrial restructuring has been used as a vehicle to de-unionize the industry. Other unions have been more successful, either by working in concert with private employers and public port authorities or by mobilizing their membership to contest and contain the process of industrial restructuring.
-
globalization and trade union strategy industrial restructuring and human resource management in the international civil aviation industry
International Journal of Human Resource Management, 2001Co-Authors: Paul Blyton, Miguel Martinez Lucio, John Mcgurk, Peter TurnbullAbstract:For trade unions, the central problematic of globalization is the growing disparity between the mobility of capital and labour. The ability of capital to operate on a trans-national basis is widely perceived to have precipitated a process of cost cutting as international companies seek to cut workers' remuneration and other Conditions of Employment. However, systematic empirical evidence on the impact of globalization on human resource management is hard to find, as is any assessment of the differential impact of globalization on different occupational groups or the response of trade unions to any deterioration in their members' terms and Conditions of Employment. Focusing on the international civil aviation industry, we examine the effects of globalization on human resource management and the national and international strategies developed by organized labour in response. Although the evidence suggests that there is indeed a concerted effort by major airlines to cut costs, trade unions have been able to retard the pace of change and effectively defend the interests of some occupational groups. Moreover, the future course of globalization will be contested through new international strategies and repertoires of collective action developed by the trade union movement.
Van Niekerk Juani - One of the best experts on this subject based on the ideXlab platform.
-
Mediese Sertifikate ingevolge die Traditional Health Practitioners Act: Die Kwessie van Geldigheid en Betroubaarheid /Medical Certificates in terms of the Traditional Health Practitioners Act: The Issue of Validity and Reliability
'Academy of Science of South Africa', 2019Co-Authors: Van Niekerk JuaniAbstract:Abstract On 1 May 2014, various provisions of the Traditional Health Practitioners Act 22 of 2007, came into effect. This resulted in the establishment of the Interim Council for Traditional Health Practitioners with the accompanying requirement that traditional healers must register with the council in order to practice lawfully in South Africa. Due to this development, a registered traditional healer is now included in the provisions of section 23 of the Basic Conditions of Employment Act 75 of 1997 for the purposes of issuing a valid medical certificate. Section 23(2) of the Basic Conditions of Employment Act states that a valid medical certificate for the purposes of sick leave must be issued and signed by a medical practitioner or any other person registered with a professional council and qualified to diagnose and treat patients. This stipulation raises several issues in relation to traditional healers. The requirement is that the person concerned must be qualified to diagnose and treat a person, but whether traditional healers qualify in this context is a bone of contention. It seems that the statutory provisions on the standards of training and the qualifications required for purposes of registration in terms of the Traditional Health Practitioners Act are lacking. This creates doubt about whether only fully-fledged traditional healers are registered in terms of the Traditional Health Practitioners Act and whether a registered traditional healer is competent to make a reliable diagnosis for purposes of sick leave. This means that employers remain uncertain about the reliability of a traditional healer's diagnosis and the incapacity of the employee. Uittreksel Op 1 Mei 2014 het 'n aantal bepalings van die Traditional Health Practitioners Act 22 van 2007 in werking getree. Die gevolg hiervan was die vestiging van die interim Raad vir tradisionele geneeshere en die nuwe vereiste dat tradisionele geneeshere nou by die interim Raad geregistreer moet wees ten einde wettiglik in Suid-Afrika te kan praktiseer. Weens hierdie nuwe vereiste sal 'n geregistreerde tradisionele geneesheer nou by artikel 23 van die Wet op Basiese Diensvoorwaardes 75 van 1997 vir doeleindes van die uitreiking van 'n geldige mediese sertifikaat, ingesluit word. In hierdie opsig bepaal artikel 23(2) van die Wet op Basiese Diensvoorwaardes dat 'n geldige mediese sertifikaat vir doeleindes van siekteverlof uitgereik en onderteken moet word deur 'n mediese praktisyn of 'n ander persoon wat by 'n beroepsraad geregistreer is en wat gekwalifiseer is om pasiënte te diagnoseer en te behandel. Hier kom die kwessie van tradisionele geneeshere sterk na vore. Die vereiste is dat die betrokke persoon gekwalifiseerd moet wees om 'n persoon te kan diagnoseer en te behandel, maar die kwalifikasie van tradisionele geneeshere in hierdie konteks is juis problematies. Dit blyk dat die statutêre bepalings aangaande standaarde van opleiding en kwalifikasies wat vir doeleindes van registrasie ingevolge die Traditional Health Practitioners Act verlang sal word, leemtes toon. Dit word betwyfel of tradisionele geneeshere wat ingevolge die Traditional Health Practitioners Act geregistreer word, bekwaam genoeg is om 'n betroubare diagnose vir doeleindes van siekteverlof te maak. Dit kan derhalwe vir werkgewers moeilik wees om sekerheid oor die betroubaarheid van 'n tradisionele geneesheer se diagnose en die ongeskiktheid van die werknemer te hê.
-
Mediese Sertifikate ingevolge die Traditional Health Practitioners Act: Die Kwessie van Geldigheid en Betroubaarheid
'Academy of Science of South Africa', 2019Co-Authors: Van Niekerk JuaniAbstract:On 1 May 2014, various provisions of the Traditional Health Practitioners Act22 of 2007, came into effect. This resulted in the establishment of the Interim Council for Traditional Health Practitioners with the accompanying requirement that traditional healers must register with the council in order to practice lawfully in South Africa. Due to this development, a registered traditional healer is now included in the provisions of section 23 of the Basic Conditions of Employment Act 75 of 1997 for the purposes of issuing a valid medical certificate. Section 23(2) of the Basic Conditions of Employment Act states that a valid medical certificate for the purposes of sick leave must be issued and signed by a medical practitioner or any other person registered with a professional council and qualified to diagnose and treat patients. This stipulation raises several issues in relation to traditional healers. The requirement is that the person concerned must be qualified to diagnose and treat a person, but whether traditional healers qualify in this context is a bone of contention. It seems that the statutory provisions on the standards of training and the qualifications required for purposes of registration in terms of the Traditional Health Practitioners Actare lacking. This creates doubt about whether only fully-fledgedtraditional healers are registered in terms of the Traditional Health Practitioners Act and whether a registered traditional healer is competent to make a reliable diagnosis for purposes of sick leave. This means that employers remain uncertain about the reliability of a traditional healer's diagnosis and the incapacity of the employee
Andrew Herod - One of the best experts on this subject based on the ideXlab platform.
-
restructuring the architecture of state regulation in the australian and aotearoa new zealand cleaning industries and the growth of precarious Employment
Antipode, 2006Co-Authors: Shaun Ryan, Andrew HerodAbstract:This paper examines changes in the commercial cleaning industry in Australasia which are occurring against a backdrop of significant transformation in the mode of labour market regulation in both countries. Specifically, whereas for most of the twentieth century both Aotearoa/New Zealand and Australia had systems of labour market regulation in which the state provided minimum wage and work protections through the interventions of arbitration courts, in the past few years these courts have either been abolished (in the case of New Zealand) or severely restricted in their ambit (in the case of Australia), all as part of a neoliberal effort to introduce “flexibility” into labour markets. The result has been an erosion of wages and a worsening of Conditions of Employment for cleaners and many other groups of workers. At the same time, this transformation in the architecture of labour market regulation poses significant challenges to unions seeking to represent cleaners and other low-paid service sector workers.
Victoria Wass - One of the best experts on this subject based on the ideXlab platform.
-
defending dock workers globalization and labor relations in the world s ports
Industrial Relations, 2007Co-Authors: Peter Turnbull, Victoria WassAbstract:Globalization has precipitated a major restructuring of the world's ports and brought in its wake a marked deterioration in dock workers terms and Conditions of Employment. Many trade unions have found it difficult to protect their members interests against this international race to the bottom, most notably in those countries where dock labor has been historically poorly organized but also where industrial restructuring has been used as a vehicle to de-unionize the industry. Other unions have been more successful, either by working in concert with private employers and public port authorities or by mobilizing their membership to contest and contain the process of industrial restructuring.
Glew H. - One of the best experts on this subject based on the ideXlab platform.
-
‘[A] stronger position as women alone’: women’s associations in the British civil service and feminism, 1900-1959
'Informa UK Limited', 2020Co-Authors: Glew H.Abstract:This article examines three successive organisations for women clerical workers in the Civil Service – the Association of Post office Women Clerks (APOWC), the Federation of Women Civil Servants (FWCS) and the National Association of Women Civil Servants (NAWCS) – which explicitly identified as feminist and which pushed for the same Conditions of Employment for women as for men. In an era where a significant number of women’s trade unions and associations merged with male-dominated unions, the article explores the significance, politics, challenges and tactics of remaining ‘women alone’ and how the organisations and their members negotiated changing external perceptions of feminism and different generational understandings of the need for feminism. Finally, it offers a case study of the ways in which a women-only organisation based around a professional identity worked with the wider feminist movement for publicity, support and a sense of shared endeavour