Clifford Donn

The paper examines industrial relations in the shipping industries of Australia and the United States. The two countries have to a considerable extent demonstrated polar approaches to the issue of reform in the context of ‘globalisation’ pressures. The extent to which local institutional factors offset the major trend towards the ‘globalisation’ of the shipping labour market is assessed. The paper argues that in shipping a range of differing policy approaches and reforms of the industrial relations system at the industry and national level do not appear to significantly check the ‘globalisation/internationalisation’ of the industry and the demise of the ‘national fleet’ with its citizen seafarers. The paper uses the somewhat over generalised concept and theory of ‘globalisation’ but seeks primarily to generate empirical data of relevance to the concept, rather than additional general remarks about ‘theory’.

labor who created the bureaucratic space for radical labor leaders to agitate among (by implication) passive workers. An alternative interpretation, which I think is also consistent with the facts, would reverse the flow of causality and start with the working class. The argument would run as follows: The economic crisis of the early 1960s exacerbated endemic economic and social grievances of the working class. Because of the relatively open political climate prevailing at that time, these grievances could be articulated and expressed in strikes and demonstrations. That a minister of labor could initiate radical policies was more a product of this general environment than the environment was a product of the policies of the minister. Likewise, the influence of radicals in the labor movement was more a result of the disposition of the rank-and-file than the disposition of the rank-and-file was a result of the policies of radical leaders. The trouble with Erickson's research design is that it points him at the ministry and the trade union leadership and steers him away from the rank-and-file. When he discusses the rank-andfile, he relies heavily on three or four studies done during the late 1950s and early 1960s. These studies support a passive worker hypothesis, but they are very limited in scope both chronologically and spatially. They are insufficient, in my opinion, to support the strong passive worker position implicit in Erickson's work. At the very least, the nature of the interaction between the rank-and-file and the union leadership during this period is still an open question. A complete analysis of the mobilization process remains to be done. Kenneth S. Mericle Assistant Professor of Industrial Relations Alfred P. Sloan School of Management Massachusetts Institute of Technology

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... CHERYL S. ISOM School of Business, Syracuse University, Syracuse, New York, USA. ... Industrial Relations Journal, 22(2), 13&141. 2. GOLDBERG, J. (1971), Modernization in the maritime industry: Labor-management adjustment to technological change. ...

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Since 1973, when the authors last updated this standard reference for arbitrators, advocates, and students of the arbitration process, a leading commentator has mourned the end of the "golden age of arbitration" (David Feller, "The Coming End of Arbitration's Golden Age," in Dennis and Somers, eds., Arbitration-1976); the Supreme Court has become less deferential and the NLRB more deferential to arbitration in cases involving certain statutorily protected rights, raising new questions concerning the arbitrator's obligation to consider external aw; and public sector arbitration has grown significantly. The authors describe and acknowledge many of these developments innew or expanded sections of the book, many in their chapter on the "legal status of arbitration." These sections include a discussion of post-Steelworkers Trilogy developments and an overview of arbitration i the federal and state sectors. The description of federal sector arbitration is a particularly welcome guide to a subject about which relatively little has been written. Three other useful new or updated sections concern external law (in the chapters on the use of substantive rules of law and safety and health), contractual seniority rights and the Civil Rights Act (in the chapter on seniority), and protection against sexual harassment (in the chapter on employee rights and benefits). The authors are less successful, however, in integrating these new developments into the remainder of the book. The stability and consistency of the arbitration process over the years may explain why most of the Fourth Edition is identical to the Third Edition. But there are strikingly few references to recent arbitration cases. Whereas the authors have cited the recent labor relations and law review literature and court citations in all relevant subject areas (the footnotes provide a goldmine of such material), most arbitration case citations, often those the authors use to illustrate significant points, are from the 1940s through the 1960s. Have arbitrators' philosophy and decision-makinig criteria really remained so unchanged over the last 2030 years that few new citations are necessary? The subject of case citation raises one other criticism, also relevant to the earlier edition. The authors note that the "most realistic picture of how arbitration works and the most practical answers to its problems can be obtained through analysis of actual awards" (p. 1). Unfortunately, the decision to cite only cases from the BNA's Labor Arbitration Reports allows examination of only a limited set of arbitration awards. Recent research has indicated that published arbitration awards may be unrepresentative (Jack Stieber et al., "How Representative Are Published Decisions?" in Arbitration-1984). To obtain as full a picture as possible of how arbitration really does work, the authors should use not only the entire universe of published awards (which would include Commerce Clearing House's Labor Arbitration Awards in addition to the BNA reports), but unpublished awards as well, many of which are available from the Federal Mediation and Conciliation Service, the American Arbitration Association, and computer reporting services. This edition of Hozv Arbitration Works would be an even more valuable resource for practitioners and academics if the arbitration case citations were both more current and

fallen into the trap of perceptual contingency-a possibility that they freely acknowledge in their somewhat whimsical final paragraph. Even readers who reject the conclusion, though, must admire the thoroughness of the scholarship with which the authors apply themselves to the task of reaching it. If you only read one book on leadership, read this one. It is unlikely that it will make you a better leader but it will certainly provide you with a better understanding of the subtleties of the processes at work and the difficulties involved in conceptualizing them. Kuring-gai College of Advanced Education PETER McGRAW

The need for a central trade union federation was one of the most important problems facing the Australian Labor Movement prior to 1927. This article traces the events that led to the founding of the ACTU and then follows that body through its first year. Some issues raised by these events are examined, with special emphasis on the characteristics of the ACTU which enabled it to succeed where its predecessors had failed. The compromise structure of the ACTU and the personalities of its officers are found to be especially important.

Moderator: Robert Correales Clifford B. Donn: Teacher Working Conditions with and without Collective Bargaining (with co-authors Rachel E. Donn, Lloyd J. Goldberg and Brenda J. Kirby) Comments: Africa Sanchez Gregory Brown: Shared Governance and Retrenchment in Higher Education: The Nevada Experienc

The paper examines industrial relations in the shipping industries of Australia and the United States. The two countries have to a considerable extent demonstrated polar approaches to the issue of reform in the context of ‘globalisation’ pressures. The extent to which local institutional factors offset the major trend towards the ‘globalisation’ of the shipping labour market is assessed. The paper argues that in shipping a range of differing policy approaches and reforms of the industrial relations system at the industry and national level do not appear to significantly check the ‘globalisation/internationalisation’ of the industry and the demise of the ‘national fleet’ with its citizen seafarers. The paper uses the somewhat over generalised concept and theory of ‘globalisation’ but seeks primarily to generate empirical data of relevance to the concept, rather than additional general remarks about ‘theory’.

The purpose of this paper is to update Kingsley Laffer's 1977 Journal of Industrial Relations article on the policies of Australian trade unions with respect to flag of convenience vessels. Australian unions have supported the campaign against such vessels initiated by the International Transport Workers Federation (ITF). After detailing the process by which the maritime unions become aware of whether or not a flag of convenience vessel is operating under the conditions established by the ITF, the paper goes on to examine two disputes involving flag of convenience vessels. The first, in 1977, was a ban by the Seamen's Union of Australia on coal ships operated by Utah Development Company; the second, in 1981, was a ban by several unions on the use of flag of convenience vessels in the coal trade in New South Wales. The paper discusses these disputes and offers an evaluation of the unions' activities in the general ITF campaign.

141 as mere ‘backdrop’ but, like history, as a living presence, variously threatening and at times enabling. She uses the (local) ‘political opportunity structure’ to explain much of what she observes. She does so in way that is different from the approach of many other scholars. Hers is no bloodless account – it is visceral – and her explanations are woven through her book. Finally, it must be said what a delight it is to come across a book that is readable. I was swept up by both the argument and the story. I urge people interested in work and unions to read L.A. Story closely and take up its challenges.

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Excerpt] Of course, collective bargaining in this country has always been an institution rich in diversity. The nature of each collective bargaining relationship came about through a variety of influences both internal and external to the bargaining process. The internal factors include such things as the ideology of labor and management, the way the unions and employers were organized, and the history of the relationship between the parties. The external factors include the state of the economy and the nature of the laws and court decisions that regulate bargaining practices. Nonetheless, this diversity has never been more in evidence than in the 1980s. The environmental forces mentioned above placed such strains on labor and management that bargaining in many industries was jolted out of the path it had followed since World War II. Different unions and employers responded to these pressures in different ways, however, creating more diversity than had been apparent for most of the postWorld War II period. This volume was designed with the intent of capturing that diversity. The eight industry studies illustrate the variety of ways in which bargaining is practiced as well as the diversity of forces and industry adaptations that have been reshaping collective bargaining in the United States. Thus, we present studies of industries in which collective bargaining is a well-established process (automobiles and agricultural machinery, for example) and ones in which it is not (higher education and police). We have a representative selection of manufacturing and services, private sector and public sector, white-collar and blue-collar bargaining.

[Excerpt] Of course, collective bargaining in this country has always been an institution rich in diversity. The nature of each collective bargaining relationship came about through a variety of influences both internal and external to the bargaining process. The internal factors include such things as the ideology of labor and management, the way the unions and employers were organized, and the history of the relationship between the parties. The external factors include the state of the economy and the nature of the laws and court decisions that regulate bargaining practices. Nonetheless, this diversity has never been more in evidence than in the 1980s. The environmental forces mentioned above placed such strains on labor and management that bargaining in many industries was jolted out of the path it had followed since World War II. Different unions and employers responded to these pressures in different ways, however, creating more diversity than had been apparent for most of the post-World War II period. This volume was designed with the intent of capturing that diversity. The eight industry studies illustrate the variety of ways in which bargaining is practiced as well as the diversity of forces and industry adaptations that have been reshaping collective bargaining in the United States. Thus, we present studies of industries in which collective bargaining is a well-established process (automobiles and agricultural machinery, for example) and ones in which it is not (higher education and police). We have a representative selection of manufacturing and services, private sector and public sector, white-collar and blue-collar bargaining.Lipsky115_Introduction_to_Collective_Bargaining_in_American_Industry.pdf: 778 downloads, before Oct. 1, 2020

It haslongbeenacknowledgedthatthe;4'f1positiol1.f fmandalcostson bargaining parties,whorequestanarbitratorto.resolvetheirdisputes,will encouragepartiesto settlewithouttheuseof arbitration.Thisarticleoutlinesa proposalto chargeparties usingconventionalarbitrationa feebasedonboththemagnitudeof thedifferencein theirpositionsandon thesizeof thebargainingunitin question.Theprocedure, called"cost-formularbitration,"hasthreeadvantagesoveralternativecost-impositiontechniques.First, theimposedcostswill providea moresubstantial incentiveto settlethanwouldbethecasewithmostotherschemes.Second,the partieswill haveincentivesto maintaintheirgenuineoffersat thestageatwhich arbitrationis invoked.Finally,theinducementsto settlevoluntarilyarenot dissipatedwhenthesizeof bargainingunitsislarge.

The preceding eight chapters deal with the current status of collective bargaining in eight U.S. industries. The differences between collective bargaining for police officers and auto workers or between professional athletes and college professors are obvious and illustrate the richness and variety of contemporary collective bargaining. Despite that diversity, however, the eight industries exhibit important similarities in collective bargaining. The common themes that link most, if not all, of the industries examined in this volume are perhaps less obvious, but a careful reading of the preceding chapters reveals that there have been a number of common factors affecting collective bargaining in these industries even though the responses of the different labor-management pairs have varied. This chapter identifies and discusses some of the most important of the common themes that emerge from the study of these eight industries. The same general framework used to organize each of the in...

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Public primary and secondary education systems in the United States have been subjected to many criticisms in recent years, and teacher unions and collective bargaining have been a focus of particular criticism. Many of these attacks come from what has been called the “education reform movement.” In simplified form, these criticisms involve the notion that teacher collective bargaining results in excessive wages and benefits, and in human resource systems that are inflexible and that don’t reward quality or punish incompetence, but that do reward seniority. Overall the criticism is that the results of teacher collective bargaining generally sacrifice the educational needs of students to the desires of teacher unions to protect their members. The underlying assumption of this critique is that, in the absence of teacher unions and collective bargaining, the school systems and the administrators who manage those systems would behave very differently, and that students would benefit. In...

A national random sample of adults indicates that most respondents support the right of teachers to engage in collective bargaining over terms and conditions of employment. Most also believe that public schools in their state give most students a good education and that schools would not give students a better education if teachers were not unionized. Regression analysis indicates that such attitudes are common across demographic groups. These results suggest that there may not be widespread public support for the legislative attempts in several states to rescind or sharply limit the collective bargaining rights of teachers (and other public employees).