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George Lundskow - One of the best experts on this subject based on the ideXlab platform.
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workers relationships to their Union the effects of transfer status and race at a u s automobile plant
Social Science Journal, 2010Co-Authors: Brian Phillips, Phyllis Curtiss, George LundskowAbstract:Abstract This study addresses the impact that transferring from one plant to another has on workers in terms of their levels of commitment, involvement and satisfaction with their Union. Findings indicate that race is a determinate factor. Minorities that did transfer report being less committed workers and less involved with their Union than minorities already working at the plant. Also, in terms of Union commitment, involvement, and satisfaction although the age of the worker is not a significant factor, females are significantly more involved with their Union than males. Accordingly, rank and file workers whom are elected or appointed Union officials are more satisfied and involved with their Union then those workers not in official Union positions. In June of 2007, the survey was developed by the authors, and endorsed and administered by a major Industrial Union. The total population of the plant under review is 1640 workers.
Bosch Lauren - One of the best experts on this subject based on the ideXlab platform.
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The validity of dismissals for refusing to accept changes to terms and conditions of employment
'Faculty of Law University of Tasmania', 2020Co-Authors: Bosch LaurenAbstract:Operational circumstances often create the need for employers to change the employment conditions of employees. Such conditions can include difficulty in obtaining raw materials which may require employees to do different work, a takeover or a merger, market shifts, orders from clients, an increase or reduction in work volumes, new technology, or even in some instances skill shortages. Regardless of the reason, in order to allow the business to remain operational, employers are often obligated to change terms and conditions of employment. Section 187 of the Labour Relations Act 66 of 1995 deals with automatically unfair dismissals and lists a number of reasons for dismissal that, if it complies with the requirements listed, the dismissal will be found to be automatically unfair. The definition was amended by the Labour Relations Amendment Act 6 of 2014 as a result of the courts incorrectly interpreting this section in Chemical Workers Industrial Union (CWIU) v Algorax (Pty) Limited (2003 11 BLLR 1081) (Algorax) and Fry's Metals (Pty) Limited v National Union of Metal Workers of South Africa and Others (JA9/01) [2002] ZALAC 25 (Fry’s Metals). Section 187(1)(c) of the LRA has always been contentious due to the fact that the definition of automatically unfair dismissals, employers’ rights to terminate contracts of employment on the basis of operational requirements and the institution of collective bargaining are intertwined. The Labour Relations Amendment Act of 2014 brought about significant changes to how section 187(1)(c) should be interpreted and fundamentally changed the enquiry that should be adopted when determining cases of this nature. The main aim of this study is to provide clarity to the question of when will it be valid and fair for an employer, in the course of restructuring his business, to dismiss any of his employees who refuse to accept the proposed changes to the terms and conditions of their employment
Brian Phillips - One of the best experts on this subject based on the ideXlab platform.
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workers relationships to their Union the effects of transfer status and race at a u s automobile plant
Social Science Journal, 2010Co-Authors: Brian Phillips, Phyllis Curtiss, George LundskowAbstract:Abstract This study addresses the impact that transferring from one plant to another has on workers in terms of their levels of commitment, involvement and satisfaction with their Union. Findings indicate that race is a determinate factor. Minorities that did transfer report being less committed workers and less involved with their Union than minorities already working at the plant. Also, in terms of Union commitment, involvement, and satisfaction although the age of the worker is not a significant factor, females are significantly more involved with their Union than males. Accordingly, rank and file workers whom are elected or appointed Union officials are more satisfied and involved with their Union then those workers not in official Union positions. In June of 2007, the survey was developed by the authors, and endorsed and administered by a major Industrial Union. The total population of the plant under review is 1640 workers.
Reuben N. Roth - One of the best experts on this subject based on the ideXlab platform.
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BLUE-COLLAR ARISTOCRATS? GENERAL MOTORS AUTOWORKERS AND OPPOSITIONAL CLASS CONSCIOUSNESS
2016Co-Authors: Reuben N. RothAbstract:Postwar social theorists (Goldthorpe, Lipset, Giddens, Hout, Brooks and Manza) have typically portrayed members of the Western Industrial working-class as accommodative and suggest that an affluent proletariat has seen its oppositional working-class consciousness subverted and transformed by the ‘cash nexus ’ into various forms of social integration. With reference to Mann’s (1973) measures of class-consciousness I explore expressions of proletarian consciousness among organized workers at one of Canada’s largest Industrial Union locals, the Canadian Auto Workers Local 222 of General Motors, Oshawa, Canada. Here I tested for the existence and degree of working-class imagery, proletarian identity and oppositional working-class consciousness using a survey questionnaire (N=102), in-depth interviews and participant observation. I found a shared view of class relations as primarily characterized by conflict, a clear working-class self-identification and measurable forms of oppositional working-class consciousness among this group. My findings confirm the hypothesis that Oshawa autoworkers ’ relative material advantage is insufficient to completely transform their proletarian consciousness. In this context I discuss the 1996 Oshawa plant occupation as an example of elevated oppositional class consciousness among Oshawa autoworkers. PERSONAL REFLEXIVE STATEMENT While working as an autoworker on the General Motors assembly line from 1984-1991, I often reflected on the existence and character of class consciousness. Having read Marx and Lenin in my teens I ‘knew ’ that I should be able to find it—if only I looked hard enough. Where was Marx’s revolutionary proletarian consciousness? Was it to be found at Union meetings? Did I miss it while in conversation with my fellow workers? Was it an issue in the many shop-floor skirmishes I participated in? But after seven years of working on the line
Phyllis Curtiss - One of the best experts on this subject based on the ideXlab platform.
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workers relationships to their Union the effects of transfer status and race at a u s automobile plant
Social Science Journal, 2010Co-Authors: Brian Phillips, Phyllis Curtiss, George LundskowAbstract:Abstract This study addresses the impact that transferring from one plant to another has on workers in terms of their levels of commitment, involvement and satisfaction with their Union. Findings indicate that race is a determinate factor. Minorities that did transfer report being less committed workers and less involved with their Union than minorities already working at the plant. Also, in terms of Union commitment, involvement, and satisfaction although the age of the worker is not a significant factor, females are significantly more involved with their Union than males. Accordingly, rank and file workers whom are elected or appointed Union officials are more satisfied and involved with their Union then those workers not in official Union positions. In June of 2007, the survey was developed by the authors, and endorsed and administered by a major Industrial Union. The total population of the plant under review is 1640 workers.