Embed Size (px)
Citation preview
International Employment Relations Network List
(IERN-L)
A Miscellany of International Employment Relations News
Miscellany 21, March 2012
________________________________________________________________
Subscribe at: http://lists.unisa.edu.au/mailman/listinfo/iern-l
Post to: [email protected]
Access to ADAPT International Bulletin at:
http://www.adaptbulletin.eu/index.php/component/content/article?id=46
_______________________________________________________________
Contents
Main StoriesChina: Strikes and worker protests continue[d] throughout February
ILO: Nominations close for top ILO post
Ireland: Aviva to reduce number of jobs losses in Ireland
Nigeria: NLC and TUC on the anti-labour bill before the Senate
Nigeria: Labour disrupts ‘capacity exams’ for Osun civil servants
Philippines: Trade unions face an environment of violence and intimidation
UK: Unfair dismissal qualifying period and tribunal fees
UK: PCS seeks national pensions strike in April
In Brief
Australia: Left-winger Dave Oliver set to head up ACTU
Australia: Waterfront dispute escalates
Australia: Victorian union members to seek police probe into Health Services
irregularities
1
China: Jobless grads: Chinese shun blue-collar posts
Guatemala: New Mayors Sack Hundreds of Workers
Ireland: Congress welcomes renewed government commitment on union rights
Italy: CGIL [says] no [to labour market reform] because the government's
proposal to dismantle Article 18 [is] unbalanced
New Zealand: International Unions on Red Alert over Attacks on Workers in New
Zealand
Singapore: Weekly day off for maids a must from next year
South Africa: COSATU to strike against train increases of 27%
Trinidad and Tobago: Excessive Restrictions of the Right to Organize
Tuvalu ratifies the Maritime Labour Convention, 2006
UK: Wrong to deny young people an increase in the minimum wage, says TUC
USA: New York City Carwash Workers Launch Fight for Rights
USA: Judge Orders Hospital to Reinstate Union Supporter
USA: Sutter Nurses Vote to Join CNA/NNU for Better Patient Care
USA: Tea Party Joins Fight against Georgia Anti-Picketing Bill
Worldwide: Frozen in time: Gender pay gap remains unchanged for 10 years
Publications
26th AIRAANZ Conference 2012
Time Bomb: Work, Rest and Play in Australia Today
Work and Employment Relations: An Era of Change
International and Comparative Employment Relations: Globalisation and
Change
Working Lives News, February 2012,
2
White Paper on Pensions
Calls for Papers
The E-Journal of International and Comparative Labour Studies
2nd International Conference on Vulnerable Workers and Precarious Work in a
Changing World
Human Resource Management Journal (US)
BUIRA 2012 Conference
ILERA Study Group (Public Sector)
ILERA Study Group #9 (Pay Systems)
ILERA Study Group (Research Methods)
ILERA Study Group (Flexible Work Patterns)
ILERA Study Group (IR Theory and IR as a Field of Study)
IREC 2012
International CRIMT Conference
AIRAANZ 2013
Asian Regional Congress of ILERA 2013
The Korean Journal of Industrial Relations
Conferences , Seminars, Symposia
UK: BUIRA IR History Group and Oral History Society
UK: London BUIRA Seminar
UK: ESRC Seminar Series
UK: Transnational Industrial Relations
Ireland: IFSAM 2012
3
Australia: Symposium on labour disputes in Asia
UK: Critical Labour Studies Symposium
Cuba: 2nd International Conference of Labour Youth
UK: Transnational Industrial relations
Ireland: IFSAM Conference
UK: BUIRA Conference
USA: ILERA World Congress
Singapore: Singapore's principal event focusing on diversity and inclusion
Australia: Community, Work and Family Conference
Australia: 27th AIRAANZ Conference
Other Sites
ILO: The International Institute for Labour Studies
UK: Working Lives Research Institute
Awards
ILERA: Luis Aparicio Prize
________________________________________________________________
Main Stories
China: Strikes and worker protests continue[d] throughout February
IR/China/Industrial Unrest
China Labour Review, 5 March 2012 at http://www.clb.org.hk/en/node/101257
Workers across China continued to stage strikes and protests at low wages, increased costs,
management takeovers and relocations after traditional New Year holiday at the end of
January. China Labour Bulletin logged 27 media reports of strikes and protests in February,
4
the vast majority in the industrial/manufacturing and transport sectors. See CLB’s strike map
for more details.
Of the 12 strikes by industrial workers in February, seven were related to a reduction in their
annual bonuses or demands for higher wages. Four were concerned with factory relocation
plans or unreasonable employee deployments, while workers at Putzmeister Machinery in
Shanghai staged a strike over the unsatisfactory compensation package being offered after the
company’s takeover by the SANY Group.
One industrial conglomerate, the Hanzhong Iron and Steel Group, was hit by two separate
strikes at its facilities in the northern province of Shaanxi on 14 and 23 February respectively.
Both disputes centered on low pay and poor working conditions. Around 5,000 workers at the
Hanzhong Steel Company staged a three-day strike in protest at monthly pay levels of
between 1,000 yuan and 1,500 yuan. They were followed one week later by workers at the
nearby Yangjiaba iron mine, who complained about the lowest wages in the metallurgical
industry. Around a dozen workers were reportedly detained in each of the strikes.
In the transport sector, bus drivers in Ningxia and Shandong protested against unfair
competition from unlicensed operators; bus drivers in Guangdong complained at the non-
payment of social security and overtime, and drivers in Gansu protested against shortened
passenger waiting times.
There were four taxi drivers’ strikes in Guangdong, Anhui, Shandong and Henan in February.
Drivers were unhappy with rising fuel prices and low flag-fall rates. In one extreme case, taxi
drivers in Zhoukou, Henan, claimed flag-fall had not increased at all since 1996, while the
local cost of living index had skyrocketed.
At the end of the month, the Ministry of Transport, Ministry of Human Resources and Social
Security, and the All-China Federation of Trade Unions announced a joint initiative to
formally establish an employment relationship between taxi drivers and taxi companies. At
present, most taxi drivers are not formally employed by taxi companies but pay monthly
contracting fees to the company, which normally account for more than half the drivers’
monthly income. Squeezed by rising commodity prices and high contract fees, taxi drivers
often struggle to make ends meet.
Reforming the contract system will not however necessarily lead to fewer strikes. As analysts
have pointed out, even after a more formal employee-employer relationship is established, the
5
government will still have a key role to play in regulating the industry and adjusting flag-fall
prices.
There was, in addition, a three day strike over low pay at the end of the month involving
junior and elementary school teachers from Hebei. Teachers with decades of experience
reportedly could only earn just over 1,000 yuan per month, while others earned even less than
the local minimum wage. The local government agreed to consider the pay demands and the
teachers reportedly returned to class on 29 February.
________________________________________________________________
ILO: Nominations close for top ILO post
ER/International/ILO/Director General/Appointment
ILO, 12 March 2012 at
http://www.ilo.org/global/about-the-ilo/press-and-media-centre/news/WCMS_175350/lang--
en/index.htm
GENEVA (ILO News) – Nine candidatures were submitted for election to the post of
Director-General of the International Labour Organization (ILO), as nominations to the ILO
top job officially closed on 9 March 2012.
The full list of candidatures, including a vision statement and curriculum vitae of the
candidates, can be found on the ILO website.
The process for the appointment of the next Director-General of the ILO will be conducted
over two sessions of the Governing Body, respectively held on 30-31 March (hearings of
candidates) and 28 May 2012 (ballot for the election).
The election was scheduled following a letter dated 30 September 2011 from the current
Director-General, Juan Somavia, informing the Officers of the Governing Body that he
would advance the date of his departure as Director-General of the ILO to 30 September
2012.The Director-General is elected for a five-year term (renewable for a further period
which shall not exceed five years).
Under the rules governing election of the Director-General, all 56 titular members of the ILO
Governing Body are eligible to vote.
The Governing Body – composed of 28 government members, 14 employer members and 14
worker members – convenes three times annually. It serves as the executive council of the
6
ILO and takes decisions on ILO policy. Ten of the government seats are permanently held
by major industrialized countries. The remaining seats are filled on a rotating basis, taking
account of geographical distribution, for three-year terms. The employers and workers elect
their own representatives. The ILO has 183 member States.
____________________________________________________________
Ireland: Aviva to reduce number of jobs losses in Ireland
ER/Ireland/Downsizing/Redundancy/Aviva
CIPD, 9 March 2012 at http://www.peoplemanagement.co.uk/pm/articles/2012/03/aviva-to-
reduce-number-of-jobs-losses-in-ireland.htm?
wa_src=email&wa_pub=cipd&wa_crt=news_2&wa_cmp=pmdaily_090312
Jobs losses at Aviva Ireland will be “much lower” than the 950 predicted last year, according
to the company’s regional boss.
Aviva Ireland’s chief executive, Seán Egan would not disclose the final number of jobs to be
axed, but when asked if the remaining staff would see their pay cut he said: “There are many
ways to skin a cat to get a more effective cost base, we’re just in the middle of those
negotiations.
“It’s fair to say that 950 represented a view very early on of the maximum amount of
redundancies that we thought we’d have,” Egan, told the Irish Independent.
“As we've gone through the restructuring some things have changed. We expect they [the
redundancies] are going to be lower.”
Last October, Aviva announced plans to halve its 2,000-strong Irish workforce as it merged
the business with its UK regional operations.
Ireland’s largest insurer is still in talks with trade unions about the restructure, but confirmed
that no redundancies will take place until the end of March.
The group’s chief executive, Andrew Moss, had previously commented on the “culture of
entitlement” in Ireland, and said that paying its Irish workers 20 per more than their UK
counterparts was “not sustainable” for Aviva.
Starting this March, the firm said it would cut nearly 1,000 posts in Ireland over the next two
years from its general and life assurance businesses, as well as its European division in
Dublin.
The company intends to retain offices in Dublin and Galway, and last month announced it
had signed a new five-year lease on its site in Cork.
7
Aviva turned in an operating profit of £2.5 billion last year – up 6 per cent – according to
financial results posted by the insurer yesterday. At its Irish arm, general insurance premiums
dropped £30 million, core life insurance premiums dived £124 million and profitability fell.
________________________________________________________________
Nigeria: NLC and TUC on the anti-labour bill before the Senate
IR/Nigeria/anti-labour legislation/strike ballots
NLC, 14 March 2012 at http://www.nlcng.org/search_details.php?id=322
Yesterday at the floor of the Senate saw yet another onslaught against Nigerian workers and
its peoples through the anti-workers’ Bill sponsored by Mr. Heinekken Lokpobiri a Senator
from Bayelsa State seeking to make it unlawful for the trade unions in Nigeria to embark on
any strike without obtaining the permission of the different organs of the union through a
ballot.
We are forced to respond to this new agenda because of the perceived spirit and prejudices
including the powers behind it. If it is a punitive move to punish Nigerians for the Fuel price
hike, or an attempt to make it difficult for Nigerians to resist a future anti – people policy of
the government, it will fail. Such laws with obvious fraudulent intentions which negate
democratic practices and international conventions of which Nigeria is a part of often suffer
the shame of ‘ignominy”
We regret that this is coming at a time when there are more serious issues confronting Nigeria
as a nation. It is mind boggling that Mr Heinekken Lokpobiri who receives millions of Naira
approximately every month from tax payers’ money would decide to waste the peoples’ time
in pursuit of frivolous constructs to muzzle the various signposts of the peoples’ conscience.
This is an expression of complete intolerance to democratic expressions and an attempt to
reduce the space available to Nigerians to freely express their opinions on issues germane to
national survival.
The arguments canvassed in support of the proposed amendments to the act are not only
laughable but shows serious lack of understanding of not only the relevant Laws of the
country but also the operations of the Trade Unions in Nigeria. The Nigerian trade union
movement is still growing and has actually lost most of the political influence it wielded
before and immediately after the nation’s independence when it was the major rallying point
for the nationalists and a senior ally of the political parties in shaping the emerging
8
government. Presently, the labour movement in the UK as represented by the TUC is a major
partner in the Labour Party while the AFLCIO in the US is a major stakeholder in the
Democratic party where they freely contribute both financially and technically but the labour
movement in Nigeria is yet to rise to the 1940s and 1960s level in Nigeria talkless of
matching what obtains in the UK and the US where Mr Lokpobiri drew his references.
It is important that we state categorically that the Labour movement in Nigeria is one of the
most democratic sectors of the nation operating in line with international best practices. Our
processes have become timeless and have been well tested as it concerns this matter. The
trade unions derive their daily operations from elected but statutory organs of the union.
These organs are the Central Working Committees (CWC), the National Executive
Committees (NEC) and the Delegates Conference. While the CWC is made up of Presidents
and General Secretaries of the affiliate unions, the NEC is made up of the principal officers
of the various states councils including Abuja. These organs involving hundreds of men and
women well tested in national and international issues from all over the country each bringing
the positions and interests of their respective states must be consulted and approval sought
before major decisions are taken one of which is wielding the Strike option.
Those who are sponsoring this Bill both the ones on the floor of the Senate and the ones
behind the Mask have shown a total disdain for Nigerians, their sensibilities and desires and
have further shown the contempt with which they hold the pillars of the nation’s democratic
practices. Attempts to stifle opposing voices have never succeeded in the long run, they
always backfire. We urge them to learn from history. Claiming to be smarter than those who
have failed in the past by pushing this Bill will ultimately be their albatross. Nigerians are
daily taking tab of those who are bent on causing the continued ruination of this country and
whittling down bastions of liberty and free speech and choice.
Instead of having the courage to address the numerous security challenges facing us a nation,
and instead of coming up with relevant Laws to deal with the endemic issues of corruption in
the country and instead of creative legislations to generate employment and reduce poverty,
the sponsors of this Bill rather decided to assault Nigerians. That is why we condemn this
new attempt as an insult on our collective psyche as a people and as a nation. It shows that
what is important to them is making laws that would put them in a cocoon away from our
prying eyes putting Nigerians in a straight jacket unable to constructively respond to their
actions. We urge Lokpobiri to focus his energy on the employment crisis in Nigeria and
especially Bayelsa state which has one of the highest unemployment rates in the country. He
9
should be concerned about this as their Senator. He should be worried about Corruption. He
should be worried about infrastructural decay in his state. He should be worried about the
Bombings both in his state and in other parts of the country.
Government must listen to us and must therefore not seek to silence this voice.
We call on Senator Heineken to quickly withdraw that Bill and apologise to Nigerians to
avoid going down permanently into the history book of the Infamy.
That is why we applaud the progressive voices in the Senate who are in the majority that
spoke vehemently against this renewed attack. Their names shall be written in gold and we
urge them to make sure that the rights of Nigerians are not further trampled upon by those
who think that Law-making starts and ends with raising the bars of separation or disconnect
between the people and the government or shutting the door against the people from seeing
what those in government are doing. Nigerians are behind these voices and Nigerian workers
take cognisance and are prepared to work with these voices not only to pull down this Bill but
other such pillars of oppression and emasculation that may come before the Assembly or has
already become Law.
__________________________________________________________________________
Nigeria: Labour disrupts ‘capacity exams’ for Osun civil servants
IR/Nigeria/Types of Industrial Action
Nigerian Tribune, 20 March 2012 at http://tribune.com.ng/index.php/news/37882-labour-
disrupts-capacity-exams-for-osun-civil-servants
LABOUR leaders in Osun State, on Monday, disrupted the conduct of what it called
capacity assess-ment examinations for assistant directors, deputy directors, directors,
executive secretaries and general managers in the service of the state government.
The examination, scheduled to hold at the Osun State University (Uniosun), was brought to
an abrupt end when labour leaders chased away civil servants who reported for the
examination.
It was reliably gathered that those taking part in the examination were already seated in the
halls, while papers had been distributed to them when the labour leaders stormed the venue
of the examination in hired buses and ordered every public servant participating in the
examination to walk out.
10
Those who refused to comply with the directive of the labour leaders were threatened and
chased out of the examination halls with canes.
The examiners, who came to conduct the examination, led by Professor Ladipo Ada-
molekun, watched helplessly as the public servants were chased out of the examination
halls.
Speaking on the development through a telephone interview, the state chairman of the
Nigeria Labour Congress (NLC), Alhaji Saka Adesiyan, confirmed the disruption of the
examination, adding that the organised labour in the state knew nothing about “competence
examination” which the state government wanted to introduce in the state.
Reacting to the development, the state Commissioner for Information and Strategy, Mr
Sunday Akere, said the matter was a family matter, adding that it would soon be resolved.
He said the grudge of the labour leaders was that the notice was too short.
___________________________________________________________________________
Philippines: Trade unions face an environment of violence and intimidation
IR/ER/Philipines/anti-unionism
ITUC, 20 March 2012 at http://www.ituc-csi.org/philippines-trade-unions-face-
an,10866.html
The ITUC is releasing today a report on core labour standards in Philippines that finds an
environment of violence and intimidation against trade unions – including harassments,
dismissals, false criminal charges, arrests, threats and even murder. The authorities often fail
to bring the assassins and those who order the murders to justice.
The report also finds frequent use of anti-union practices by employers and state authorities,
including impeding union elections, setting up yellow unions and refusing regularisation of
workers. The replacement of long-term employment contracts with subcontracted labour
further curtails union membership and bargaining strength. In Special Economic Zones
(SEZs) union organising is prevented by security forces, and workers seeking to organise face
dismissals and blacklisting.
The ITUC also finds poor compliance with other international labour standards, especially
those prohibiting child labour and forced labour. There are between two and five million
children at work and many children are exploited in the worst forms of child labour.
11
Moreover, many women and girls are forced into domestic servitude and prostitution and
men coerced into debt peonage in agriculture and fisheries. The government is making some
efforts to eliminate child labour, human trafficking and forced labour but some police are
complicit in these illegal activities.
To read the report
_____________________________________________________________
UK: Unfair dismissal qualifying period and tribunal fees
ER/UK/Unfair Dismissal/Qualifying Period/Regressive Rules
CIPD, 6 March 2012 at http://www.peoplemanagement.co.uk/pm/articles/2012/03/unfair-
dismissal-qualifying-period-and-tribunal-fees.htm?
wa_src=email&wa_pub=cipd&wa_crt=law_1&wa_cmp=pmdaily_060312
A comparison with other European countries shows the UK on its own in raising the
bar for claims
The qualifying period required for an unfair dismissal claim has yo-yoed over the years.
When it was introduced in 1972, it was two years. It went down to six months at one time.
Now it is due to increase from one year to two on 6 April.
The Government issued a public consultation on this and other changes in January 2011. A
number of the proposals represented significant alterations to UK employment law and a
separate consultation paper was issued on 14 December. This consultation
proposes introducing fees for issuing tribunal proceedings. It closes on 6 March. The word
consultation is something of a misnomer, as the Government had already indicated these
proposals would be implemented.
Unfair dismissal
The Government justifies extending the qualifying period for unfair dismissal on the basis it
will improve business confidence: employers will be less reluctant to recruit workers and
more able to dismiss poorer ones. To suggest an employer needs two years to determine
whether or not to retain an employee is fanciful. They will usually be able to decide within a
few months. And, of course, this qualifying period does not apply where dismissal is for
reasons such as discrimination or whistleblowing.
12
This is not a business-related decision but a political one, designed to remove more
employees from unfair dismissal protection. The right to challenge the lawfulness of one’s
dismissal is surely a fundamental precept in an advanced democratic society. It is legitimate
to argue that employers should not be burdened with bureaucracy, but there is no basis to
argue that in relation to unfair dismissal in my view.
European comparison
Unfair dismissal law is much less restrictive for UK employers than those in the remainder of
Europe. For example, the UK’s “genuine belief on reasonable grounds” tribunal test is very
employer-friendly and lower than similar legal tests in Europe. There is no qualifying period
for bringing an unfair dismissal claim in most other European countries, except in Germany
where it is six months. There does not appear to be any clamouring for a change in these
countries on this point.
Tribunal fees
The intention behind introducing fees for tribunal proceedings is to reduce the number of
cases brought, incentivise settlements and encourage alternative forms of dispute resolution.
The fee levels will be based on the amount of compensation being claimed – the higher the
award claimed, the higher the fee.
To look again outside the UK is instructive. In most countries, there is no fee payable. Where
there is, in most it is nominal. In France, for example, it is under €100. In Poland, there is no
fee if the compensation value of the dispute is lower than €15,000; if the value is above that
figure, claimants’ fees will be 5 per cent of that figure.
In something as fundamental as employment rights, should there be fees to deter employees
from claiming? While it is true some proceedings are unreasonably brought the vast majority,
in my lengthy experience of being an employment judge and a practitioner, are not. It would
be better to impose costs after a hearing if a case is unreasonable. This power already exists
but perhaps a liberalisation of this approach could be attempted. Introducing fees may reduce
the number of cases, but it will also discourage employers from settling early if they believe
employees will be deterred from making a claim through having insufficient funds.
13
Discrimination
One final thing relates to compensation for discrimination. In a case heard years ago,
Marshall v Southampton, the ECJ held that British law was not in compliance with EU law
because it did not provide full discrimination compensation. It may be possible to argue that
introducing fees for discrimination cases could have such a chilling effect that it will not
provide proper compensation.
_______________________________________________________________________
UK: Budget to herald end to national pay bargaining
IR/UK/ Public Sector/Pay Bargaining
CIPD, 19 March 2012 at http://www.peoplemanagement.co.uk/pm/articles/2012/03/budget-
to-herald-end-to-national-pay-bargaining.htm?
wa_src=email&wa_pub=cipd&wa_crt=news_1&wa_cmp=pmdaily_190312
Government plans to introduce local pay bargaining for the public sector, leading to lower
pay in poorer parts of the country, are set to be announced in the Budget this week.
On Wednesday, Chancellor George Osborne is expected to tell Parliament that pay in the
public sector should mirror wages in the private sector, marrying up local economies and
labour markets.
Proposed changes to reward will start in three government departments as part of a phased
introduction after July. The Department for Work and Pensions, with 100,000 staff, is the
biggest involved, together with 21,000 workers at the Home Office and 16,000 at the
Department of Transport.
The government said that national pay bargaining, led by the unions, currently means that the
public sector is paying between 2 and 15 per cent above local market rates. It believes that if
pay decisions were made regionally, tens of billions of pounds could be saved from the
public-sector wage bill of £200 billion.
The Chancellor is yet to finalise the details of the change, and it is not yet clear whether it
will apply to the whole workforce or just new recruits.
14
However, government sources have confirmed it will not mean pay cuts for existing staff. It
is more likely that pay levels will be adjusted over time with larger pay rises in the South
East, where it can be tougher to attract enough candidates for certain jobs.
The aim is to eventually extend the policy across the whole public sector.
The change will add to the financial anxiety felt among public-sector workers as local
authority employees were subjected to a third year of pay freezes last month.
In addition, public-sector pension changes have now been agreed for health employees,
education staff and civil servants meaning many will have to pay more for longer to receive
their pension. The move also comes as speculation grows that the Chancellor will reduce the
50p rate of tax for high earner to 45 or 40 per cent.
Unions are angry at the Chancellor’s latest plans. Public and Commercial Services union
general secretary Mark Serwotka said: "Driving down pay even further at the same time as
cutting public sector salaries and pensions, and planning to cut the 50p tax rate, would not
only be cruel, it would be economically incompetent and counterproductive.
"Local economies - already suffering from Tory-led, politically motivated butchery - are
crying out for investment, not more cuts.”
Dave Prentis, general secretary of Unison, said: “If the Chancellor wants to stimulate
economic recovery in his Budget, local pay bargaining is not the way to do it. Local pay
pushes depressed areas further into depression by cutting off spending in local businesses.
“It took four years to negotiate Agenda for Change in the NHS which successfully
established equal pay and pay linked to training. If the Chancellor plans to break it all up, we
will have the sorry sight of hospitals competing against each other to recruit and retain staff.”
Charles Cotton, reward adviser for the CIPD, said: “As well as the philosophical argument
about whether public sector organisations should have the power to determine pay rates for
their community, there is also an issue around how capable local government or the civil
15
service is to meet the challenge of moving to localised pay.
“Some people will approve of the principle but will have concerns about the capability and
capacity of individual employers to do it. The question is, if this change is made in one go,
will the existing HR people be able to rise to the challenge? I believe many will be able to.
But there will be those that can’t or don’t think it’s appropriate to be dealing in this area.”
Cotton highlighted the example of Kent County Council, which has adopted localised pay
with a degree of success and experienced few problems.
________________________________________________________________
UK: PCS seeks national pensions strike in April
IR/UK/Public Sector/Pensions/Strike
CIPD, 20 March 2012 at http://www.peoplemanagement.co.uk/pm/articles/2012/03/pcs-
seeks-national-pensions-strike-in-april.htm?
wa_src=email&wa_pub=cipd&wa_crt=news_3&wa_cmp=pmdaily_200312
But March 28th teacher walkout to go ahead in London
The country’s largest civil service union has confirmed that it will not join a pensions
walkout on 28th March but will be mobilising support for a national strike in April.
The Public and Commercial Services union (PCS) said that it would not participate with
members of the University and Colleges Union and the National Union of Teachers in a one-
day stoppage and demonstration in London next week.
PCS said it would instead be focusing on “redoubling efforts towards co-ordinated national
action in April” but would also be offering “solidarity and practical support” to the striking
teaching unions.
Just over 90 per cent of PCS members have already voted to reject the government’s public-
sector pension reforms, and 72 per cent have backed a programme of further industrial action
with other unions.
PCS general secretary Mark Serwotka said: “Our overwhelming ballot result came in the face
of continuing attacks from the government, and during a time when many people are
suffering personal financial hardship.
“While we remain committed to negotiating with ministers, they have so far refused to move
16
from their plans to force civil and public servants to work longer and pay more for less in
retirement.
“We will be working with other unions to build for co-ordinated national action to
successfully fight these cuts to pensions, as well as those to pay and jobs that this brutal
government is inflicting on the public sector,” he added.
The NASUWT teaching union has also rejected the government’s final pensions offer and
will be continuing its action short of strike, which has been in operation since the last national
walkout on 30th November when up to two million public sector workers went out on strike.
The coalition’s controversial pensions overhaul will see personal contributions increase, the
retirement age rise, a move to a career average scheme and a change from RPI to CPI
indexation.
Public-sector unions have challenged the inflation switch in the High Court and a decision on
the case is expected later today.
Research released last week found that the appetite for strike action had increased among
public-sector workers, with two in five prepared to consider a walkout over pension reforms.
The government says that it has formally ended talks in the health, education and civil service
sectors, although discussions about local government pensions are still ongoing.
__________________________________________________________________________________________
In Brief
Australia: Left-winger Dave Oliver set to head up ACTU
IR/Australia/Peak Body/ACTU/Leader
The Australian 8 March 2012 at http://www.theaustralian.com.au/national-affairs/industrial-
relations/left-winger-set-to-head-up-actu/story-fn59noo3-1226292620246
Left-wing union leader Dave Oliver is set to become the new secretary of the ACTU after
Jeff Lawrence stood down yesterday following the refusal of unions to support him for a new
three-year term.
___________________________________________________________________________
Australia: Waterfront dispute escalates
IR/Australia/Stevedoring/ Patrick/Dispute
17
The Australian, 17 March 2012 at
http://www.theaustralian.com.au/national-affairs/waterfront-dispute-escalates/story-fn59niix-
1226302124775
AN 18-month dispute on the nation's waterfront has escalated, with the Maritime Union of
Australia flagging further industrial action if Patrick stevedores fails to return to the
bargaining table.
Patrick, owned by Asciano, yesterday said it would review its options after a Fair Work
Australia conciliation hearing with the MUA broke down without advancing an outcome for
a new enterprise agreement.
___________________________________________________________________________
Australia: Victorian union members to seek police probe into Health
Services irregularities
IR/Australia/Health Services Union/Financial Irreglarities
The Australian, 19 March 2012 at
http://www.theaustralian.com.au/national-affairs/industrial-relations/victorian-union-
members-to-seek-police-probe-into-health-services-irregularities/story-fn59noo3-
1226303333679
FORMER officials and lifetime members of the Health Services Union will today demand
Victorian police look into allegations of financial mismanagement after being disappointed
by Fair Work Australia's three-year probe.
They are also seeking legal advice about whether they can get the industrial umpire to reopen
its investigation following the release of the final report into the Victorian No 1 branch on
Friday
__________________________________________________________________________
China: Jobless grads: Chinese shun blue-collar posts
ER/China/Labour Market/Wage disparities
Straits Times Newsletter, 7 March 2012 at
http://www.straitstimes.com/Asia/China/Story/STIStory_774539.html
18
BEIJING: The high pay of a Chinese plumber has sparked a heated debate over the growing
disparity between the incomes of blue-collar and white-collar workers here. Mr Qu Dexue
earns 10,000 yuan (S$2,000) a month as a plumber, according to video site Sina Paike, about
five times more than a fresh graduate, many of whom are not even able to find a job. The 50-
year-old, who clears drains for a living in Wuhan, the provincial capital of central Hubei
province, told The Straits Times that he has saved enough to buy a car and had paid off the
mortgage on his house last year.
__________________________________________________________________________
Guatemala: New Mayors Sack Hundreds of Workers
IR/ER/Guatemala/anti-unionism
ITUC, 20 March 2012 at http://www.ituc-csi.org/guatemala-new-mayors-sack-hundreds.html
The first measure to be taken by Weimer Wilfrido Reyes Castillo, the new mayor of
Guanagazapa in the department of Escuintla, on taking office, was to dismiss the 250 workers
belonging to the newly-formed union. Following the dismissal, the workers were forced to
sign letters renouncing their union membership.
In Coatepeque, in the department of Quetzaltenango, Mayor Emilio Maldonado has launched
a campaign of intimidation, changed the working conditions and has already dismissed over
fifty workers.
___________________________________________________________________________
Ireland: Congress welcomes renewed government commitment on union
rights
IR/Ireland/ Government/Union Rights
ICTU, 15 March 2012 at http://www.ictu.ie/press/2012/03/15/congress-welcomes-renewed-
government-commitment-on-union-rights/
The Irish Congress of Trade Unions has welcomed confirmation from Government that it will
legislate to ensure union rights in Ireland are brought into line with human rights standards
across the European Union and urged that work begin on the issue "without further delay."
__________________________________________________________________________
19
Italy: CGIL [says] no [to labour market reform] because the
government's proposal to dismantle Article 18 [is] unbalanced
The main objective of the government seems to be to introduce freedom of dismissal.
The reform is also unbalanced with regard to overcoming the dualism of the labor
market said the Secretary General of the CGIL, Susanna Camusso, last night (March
20) at the end of the meeting at Palazzo Chigi with the government. With the
government's proposal - said the Secretary General - the effect is less "deterrent" Article
18. It [is] also very significant that the part relating to Article 18 has never really been
questioned and that the problem of the length of trials has been diverted to the reform of
justice. As for pensions, once again the highest price you are asking workers. Now the
word passes to the Board... There will be an agreement to be entered, but a
"verbalization." Then you will go to Parliament.
______________________________________________________________________
_____
New Zealand: International Unions on Red Alert over Attacks on Workers
in New Zealand
IR/New Zealand/ ICTU/Anti-Unionism
ICTU, 14 March at http://www.ituc-csi.org/international-unions-on-red-alert.html
The powerful group of global unions that brings together organised workers internationally
across the world’s continents is calling for an immediate end to concerted attacks on workers
in New Zealand.
___________________________________________________________________________
Singapore: Weekly day off for maids a must from next year
ER/Singapore/Foreign Workers/Maids/Rest Day
Straits Times Newsletter, 6 March 2012 at
http://by167w.bay167.mail.live.com/default.aspx#n=604314047&fid=1&mid=d37632ac-
671d-11e1-995f-00215ad856a8
20
FOREIGN maids employed in Singapore will get one day off a week or a day's wages in lieu,
under a proposed change to the law that comes after years of contentious debate on the issue.
___________________________________________________________________________
South Africa: COSATU to strike against train increases of 27%
IR/South Africa/ COSATU/Strike
COSATU, 20 March 2012 at http://www.cosatu.org.za/show.php?ID=5962
COSATU met with metro today and was advised of a 27% fair increase for 1st April 2012.
COSATU cannot accept this as it would have a devastating impact on commuters, many of
whom already live on the breadline. COSATU has called for a detailed process of
engagement to explore alternatives to this huge increase.
Included in this engagement should be the City of Cape Town AS well as the Provincial
Government of the Western Cape, so that lasting solutions can be found COSATU awaits
Metro Rail reply by 23rd March 2012, failing which COSATU will serve notice of a strike
against the rail fare increases.
_________________________________________________________________________________
Trinidad and Tobago: Excessive Restrictions of the Right to Organize
IR/Trinidad and Tobago/Right to Organise
ICTU, 7 March 2012 at http://www.ituc-csi.org/trinidad-and-tobago-excessive.html
The ITUC has released a report on core labour standards in Trinidad and Tobago, coinciding
with the Trade Policy Review of the country at the WTO. The report finds excessive
restrictions to the right to organize, to collectively bargain and to strike. Domestic workers
and some other categories are not covered by the Industrial Relations Act and so cannot join
trade unions or benefit from their protection.
________________________________________________________________
Tuvalu ratifies the Maritime Labour Convention, 2006
IR/Seafarers/Tuvalu/ILO/Maritime Labour Convention
21
ILO, March 2012 at
http://www.ilo.org/global/standards/maritime-labour-convention/WCMS_174950/lang--en/
index.htm
Tuvalu is the fifth member State from the Asia-Pacific region – after Australia, Kiribati,
Marshall Islands and Singapore – to have ratified the landmark Convention.
________________________________________________________________
UK: Wrong to deny young people an increase in the minimum wage, says
TUC
IR/ER/UK/Youth Wage
TUC, 19 March 2012 at http://www.tuc.org.uk/economy/tuc-20796-f0.cfm
Responding to the announcement by the government today (Monday) that it has accepted the
recommendations of the Low Pay Commission (LPC) to freeze the rate of the minimum wage
(NMW) for young people from October, TUC General Secretary Brendan Barber said:
“It is wrong to deny young people an increase this year, as there is no evidence that the
minimum wage has had an adverse impact on jobs. The reason why firms have not been
hiring enough new workers is because they lack confidence in this government’s ability to set
the UK on course for a sound economic recovery. There is now a real danger that young
people will view minimum wage work as exploitative.
___________________________________________________________________________
USA: New York City Carwash Workers Launch Fight for Rights
IR/ER/USA/Car Washers/Working Conditions
AFL-CIO, 6 March 2012 at http://www.aflcio.org/Blog/Organizing-Bargaining/New-York-
City-Carwash-Workers-Launch-Fight-for-Rights
New York City carwash workers are following their Los Angeles counterparts to battle
rampant mistreatment, wage theft and unsafe working conditions. Today the coalition,
WASH New York, released a report—“The Dirty Business of Cleaning NYC’s Cars”—
that details the long hours, low pay and dangerous conditions the city’s more than 5,000
carwash workers at some 200 carwashes face every day. The Wash New York campaign aims
22
to improve working conditions and standards and bring workplace rights and a voice on the
job to carwash workers, says Stuart Appelbaum, president of Retail, Wholesale and
Department Store Union/UFCW (RWDSU/UFCW).
___________________________________________________________________________
USA: Judge Orders Hospital to Reinstate Union Supporter
IR/USA/NLRB/Right to Organise/Victimisation
AFL-CIO, 7 March 2012 at http://www.aflcio.org/Blog/Organizing-Bargaining/Judge-
Orders-Hospital-to-Reinstate-Union-Supporter
[A] National Labor Relations Board (NLRB) administrative law judge [has] ruled that
Louisville, Ky.’s Our Lady of Peace psychiatric hospital must reinstate former employee
Amanda Doyle, who was fired, says Warrick, for trying to form a union at the hospital. Along
with reinstatement and back pay for Doyle, the judge ordered Our Lady of Peace to post and
read out loud at a meeting with workers that they have the right to join a union and that the
hospital will not fire, harass or discriminate against workers for supporting a union.
___________________________________________________________________________
USA: Sutter Nurses Vote to Join CNA/NNU for Better Patient Care
IR/USA/Unionism/Nurses
AFL-CIO, 16 March 2012 at http://www.aflcio.org/Blog/Organizing-Bargaining/Sutter-
Nurses-Vote-to-Join-CNA-NNU-for-Better-Patient-Care
Registered nurses at Sutter Tracy Community Hospital in Northern California this week
voted to join the California Nurses Association/National Nurses United (CNA/NNU). The
more than 150 nurses say they faced an aggressive anti-union campaign of surveillance and
harassment. But according to many nurses who voted to join CNA/NNU, those tactics
backfired, underscoring the need for union representation.
___________________________________________________________________________
USA: Tea Party Joins Fight Against Georgia Anti-Picketing Bill
IR/USA/Picketing
AFL-CIO, 19 March 2012 at http://www.aflcio.org/Blog/In-The-States/Tea-Party-Joins-
Fight-Against-Georgia-Anti-Picketing-Bill
23
The tea party and unions and other progressive groups have come together in Georgia to fight
a proposed Draconian law that would make union and other picketing a serious crime.
The bill, SB 469 introduced by state Sen. Don Balfour (R), clamps down on free speech and
workers’ rights. The bill would allow protestors to be charged twice for the same act of
peaceful protest--once with conspiracy to commit, which would be charged as a high and
aggravated misdemeanor and carry a $5,000 fine and up to a year in jail, and then with
criminal trespass, which would carry a $1,000 fine and also up to a year in jail.
___________________________________________________________________________
Worldwide: Frozen in time: Gender pay gap remains unchanged for 10
years
ER/Worldwide/Gender Pay Gap
ITUC, 7 March 2012 at http://www.ituc-csi.org/frozen-in-time-gender-pay-gap,10763.html
A new report from the International Trade Union Confederation (ITUC) reveals that
worldwide, women are paid 18% on average less than their male counterparts at work.
___________________________________________________________________________
Publications 2012
26th AIRAANZ Conference 2012: Re-Organising Work, Association of Industrial Relations
Academics of Australia and New Zealand, published papers, ed. Robin Price, Brisbane,
Queensland University of Technology.
________________________________________________________________________
Pocock, B., Skinner, N and Williams, P. (2012) Time Bomb: Work, Rest and Play in
Australia Today, NewSouth Books, may be ordered at
http://www.newsouthbooks.com.au/isbn/9781742232959.htm
_________________________________________________________________________
Baird, M., Hancock, K. and Isaac, J. eds. (2012) Work and Employment Relations: An Era
of Change, The Federation Press, ISBN: 9781862878501 may be ordered at www.federation
press.com.au
__________________________________________________________________________
24
Bamber, G. J., Lansbury, R. D. and Wailes, N. (2012) International and Comparative
Employment Relations: Globalisation and Change, Allen and Unwin, ISBN:
9781742370651 may be ordered from [email protected]
_______________________________________________________________
Working Lives Research Institute (2012) Working Lives News, February 2012,
http://www.workinglives.org/contact-us/mailing-list/e-newsletters/working-lives-news-
february-2012.cfm
___________________________________________________________________________
European Commission (2012) White Paper on Pensions (16/02/2012). White Paper on
Pensions .
This document is the follow up of the Green Paper 'Towards adequate, sustainable and safe
European pension systems' published in July 2010. Its purpose was to initiate a European
debate on the key challenges concerning pensions, the main question being: how can the EU
best support the efforts of Member States to ensure adequate, sustainable and safe pensions
for their citizens both now and in the future. On the basis of the responses to the open
consultation launched by the Green Paper, the White Paper identifies the most important
measures to be taken forward in this respect at the European level.
___________________________________________________________________________
Calls for Papers
The E-Journal of International and Comparative Labour Studies
The following is a list of indicative, but far from exhaustive, topic areas: - collective and
individual labour issues; - equality and discrimination; - school-to-work transition; -
industrial relations; - vulnerable workers and precarious working; - employment productivity;
- role of skills and human capital in a global context – immigration issues, labour law. For
more information http://www.adaptbulletin.eu/docs/e_journal_cfp.pdf
___________________________________________________________________________
2nd International Conference on Vulnerable Workers and Precarious Work in a
Changing World
Date: 10-11 September 2012
25
Submission Deadline: 30 March 2012
Venue: Middlesex University Business School, Hendon campus, The
Burroughs, NW4 4BT, London.
___________________________________________________________________________
Human Resource Management Journal (US)
Special Issue "Balancing Employment Relations in the 21st Century". http://api.ning.com/files/e7lRYBcDXMDbQxuTv20e9RD3pF9CAop9bIHSYGOVw9s4obHzhr1qZPLozaDT2T
2wLFa7rTlbEhG5gcStrIgBaMLSgM134Sk2/EmploymentRelationsFINAL.pdf
Submissions close on 15 April, 2012. Please direct any queries to Keith Townsend
(k.townsend at griffith.edu.au) or Adrian Wilkinson (adrian.wilkinson at griffith.edu.au).
___________________________________________________________________________
BUIRA 2012 Conference, University of Bradford, 28 - 30 June 2012. Calls for abstracts
have now closed, however if you have submitted an abstract to the conference please check
that your submission was successfully submitted. As this is the first time we have used this
electronic submission system you may not have been aware that you should have received
this confirmation. If you did not receive confirmation of your submission please contact
[email protected] attaching a copy of your abstract this week.
__________________________________________________________________________
ILERA Study Group (Public Sector)
Leading Public Service Organisations in Challenging Times, July 2-5, 2012 in Philadelphia at
ILERA.
Governments are looking towards their senior civil servants and top managers to implement
challenging programmes of organisational and workforce restructuring and routinely include
leadership as a core competency for top level positions. The study group is interested in
papers that address a number of issues in relation to leadership in a period of restructuring,
not only relating to central government but also in other public services such as health,
education and municipal services. Abstracts and papers are invited on this topic. We are also
interested in receiving shorter papers from policy makers and practitioners that contributes to
our understanding of current developments. The abstract should be around 500-750 words
and submitted to [email protected] or [email protected] no later than 16th
March 2012. Acceptance decisions will be communicated by the 30 March 2012. Accepted
26
papers should be submitted by 15 June 2012.Full call for papers:
http://www.ilo.org/public/english/iira/study/publicsector.htm
___________________________________________________________________________
ILERA Study Group #9 (Pay Systems)
If you are interested in making a presentation at Study Group #9 the 16th World Congress of
the ILERA in Philadelphia, please send an email with the title and brief description to
__________________________________________________________________
ILERA Study Group (Research Methods)
The study group will meet during, USA, 2–5 July 2012 (http://www.ilera2012.com/). The
focus of the meeting will be on Partisanship in Industrial Relations Research. The aim of
this study group is to examine issues around the topic of whether IR can be truly objective.
Please send abstracts or papers as a Word or 'rtf' file by e-mail to both coordinators: Professor
Keith Whitfield [email protected] and Professor Ralph Darlington
[email protected] no later than Friday 30 March 2012. Acceptance decisions will
be communicated by 15 April 2012. Accepted papers should be submitted by 15 June 2012.
__________________________________________________________________________
Rethinking Retirement: Changing Realities for Older Workers and Employee Relations
Deadline: 30 April 2012
Special Issue of Employee Relations Guest edited by Wendy Loretto (Edinburgh) Sarah
Vickerstaff (Kent) and David Lain (Brighton), see for full call:
http://www.emeraldinsight.com/authors/writing/calls.htm?id=3854
___________________________________________________________________________
IREC 2012: Challenges for Public and Private Sector Industrial Relations and Unions
in times of Crisis and Austerity
5-7 September 2012, CIES-ISCTE/IUL, Lisbon, Portugal
This year the conference is organised jointly with the Research Network on Work,
Employment and Industrial Relations of the European Sociological Association, but
participants are not required to be ESA members.
27
The conference will consist of plenary and workshop sessions focusing on the impacts of
crisis and austerity upon the institutions and actors of European industrial relations systems in
both the private and public sectors, and the methodological issues involved in their study.
• What is the concrete impact of the crisis upon industrial relations systems in Europe, and
what are the comparative implications of these transformations?
• What are the differential impacts of austerity upon private and public sector employment
and labour relations?
• To what extent have the crises accelerated transformations already in progress in European
industrial relations, and to what extent have they spawned qualitatively new challenges?
• Have the crises accentuated the complex trends towards both convergence and divergence
across European industrial relations?
• How are unions and employers’ associations in the private and public sectors facing up to
the varied challenges of current transformations?
• Are new forms of social movements and collective action around labour issues emerging in
these crises? If so, which; and what, if any, are the emergent relationships between old and
new forms of collective action?
Papers may be theoretical and/or empirical (both qualitative and quantitative). As in previous
conferences, cross-national papers are especially welcome. The conference will be hosted at
ISCTE-Lisbon University Institute by the Centro de Investigação e de Estudos em
Sociologia.
Deadlines:
April 30 submission of abstract proposals ; May 30 acceptance of papers; June 15 early bird
registration; August 1 submission of papers
For full details, visit the conference web site at
http://conferencias.cies.iscte.pt/index.php/IREC2012/irec2012
__________________________________________________________________________
International Interuniversity Research Centre on Globalization and Work (CRIMT)
Conference, on Union Futures: Innovations, Transformations, Strategies, October 25th
to 27th 2012, HEC Montréal, Montral, Canada.
28
Original academic and actor contributions are invited on one or more of the following
themes. 1. What do Unions Stand For? 2. Who do Unions Represent? 3. What are the
Dynamics of Union Activism? 4. What are the Strategies for Union Power? 5. How do
Unions Innovate? For details on each of these themes and on how to submit proposals, see
the full call for papers at http://www.crimt.org/UnionFutures.html . The deadline for
submission of proposals is April 30th, 2012. They must be sent to Nicolas Roby, CRIMT
Scientific Coordinator at nicolas.roby at umontreal.ca.
___________________________________________________________________________
27th AIRAANZ Conference, 6-8 February 2013, Freemantle, Western Australia. Information
from www.conferencewa.com.au/airaanz2013; email [email protected];
email [email protected] . Submission deadline for refereed papers 21 September
2012.
___________________________________________________________________________
8th Asian Regional Congress of the International Labour and Employment Relations
Association, 9-12 April 2013, Melbourne, Victoria.
Theme: Work and Employment in the Asian Century
The program will be organised around four track themes:
1. The changing contours of employment relations and labour market regulation.
2. Human Resource management – trends and challenges.
3. The future of worker voice and representation, and
4. Globalisation, corporate social responsibility and decent work.
Call for Abstracts Open, February 2012; Deadline for Special Interest Symposia,
27 July 2012; Deadline for Abstract Submissions, 28 September 2012; Registration Open
11 April 2012.
For more details about the program, please click here:
___________________________________________________________________________
Special Issue of Labour and Industry
Governance and CSR: Implications for Labour.
Papers are due to [email protected] by end of August 2012.
29
___________________________________________________________________________
The Korean Journal of Industrial Relations
The Korean Journal of Industrial Relations (KJIR) is published by the Korean Industrial
Relations Association. There is no due date for the submission. We receive articles around a
year. Web/URL: http://www.lera.uiuc.edu/news/Calls/2007/Korean%20Journal%20of
%20Industrial%20Relations.htm
_________________________________________________________________________________
Conferences, Seminars, Symposia
BUIRA IR History Group and Oral History Society Oral Labour Histories: Britain at
Work 1945-95
Saturday 24 March 2012, 10.00 am to 4.30 pm at The Goss Room, Bishopsgate Institute,
230 Bishopsgate (nearest tube: Liverpool Street Station) Click on this hyperlink for full
location details: http://www.bishopsgate.org.uk/content.aspx?CategoryID=980.
___________________________________________________________________________
UK: London BUIRA Seminar: The Changing Roles of Arbitration, Conciliation and
Mediation
(introduced by Ian Fitzgerald (Northumbria University) with Professor Linda Dickens
(Warwick Business School) and Steve Brawley (Chief Executive) and Sheik Khan (Senior
National Officer) the Electrical Contracting Joint Industry Board (JIB)
Date: Friday 30 March 2012 Time:10.30am - 12.30pm
Venue: University of Westminster, 35 Marylebone Road, London NW1 5LS (opposite
Madame Tussauds and nearly opposite Baker Street tube), Room M304
If you would like to attend, or for more details, please contact: Jan Druker
[email protected] or Linda Clarke: 020 7911 66528 or [email protected]
_________________________________________________________________________
UK: ESRC Seminar Series: Employee Engagement, Organisational Performance and
Individual Wellbeing: Exploring the Evidence, Developing the Theory
Seminar and Doctoral Symposium, 16 & 17 April 2012, University of Kent, Medway
Campus, Chatham Maritime.
30
Confirmed Seminar speakers: Professor Paul Sparrow, Lancaster University; Professor Rob
Briner, University of Bath; Professor John Purcell, Warwick University; Dr Amanda Shantz,
University of York, Toronto; Dr Brad Shuck, University of Louisville; Dr Tom Reio, Florida
International University.
For further information please visit: http://www.kent.ac.uk/kbs/ecg/news-events/esrc-
employee-engagement.html. Places can be booked with Margaret Sargeant:
[email protected] - places are FREE but it is essential to book. For further
information about the Doctoral Symposium please contact Dr Amanda Shantz:
___________________________________________________________________________
Cuba: 2nd International Conference of Labour Youth 29-30 April 2012 – Havana Cuba,
29-30 April 2012. WFTU at http://www.wftucentral.org/?language=en
_________________________________________________________________________________________
UK: Transnational Industrial Relations and the Search for Alternatives, Greenwich
University, 31 May 2012 to 1 June 2012. For abstract submission or more information,
contact Lefteris Kretsos ([email protected]).
___________________________________________________________________________
Ireland: IFSAM 2012 Conference, Limerick, Ireland, 26-29 June 2012. Website:
http://www.ifsam.org/
__________________________________________________________________________________
USA: 16th World Congress of ILERA, 16th World Congress of ILERA, 2-5 July 2012,
Philadelphia, Pennsylvania, USA. Website: http://www.ilera2012.com/
Register at: http://www.ilera2012.com/Registration/default.asp
Reserve accommodation at:
http://www.ilera2012.com/Accommodations/default.asp
Review program at:
http://www.ilera2012.com/Congress-Program/default.asp
Arrange travel at:
http://www.ilera2012.com/General-Information/default.asp
31
_________________________________________________________________________________
Singapore's principal event focusing on diversity and inclusion is back for
the fourth year!
Singapore Tripartite Forum
This year, the Conference on Fair Employment Practices themed "Strengthening Fair and
Responsible Employment - for Inclusive Growth in Challenging Times" will engage local
and international experts, leading employers, academics as well as tripartite leaders.
Find out how being a fair and responsible employer can help you and your company
capitalise on human resources and contribute to your organisation's growth in preparation for
the challenging times ahead. The conference will help participants learn and understand more
about strengthening and managing diversity and inclusion in workplaces.
Guest-of-Honour, Mr Tan Chuan-Jin, Minister of State for Manpower and National
Development, will deliver the welcome address. The conference keynote speakers include Mr
Stephen Frost, Vice President and Ms Dianah Worman, Advisor, Diversity & Inclusion; both
from Chartered Institute of Personnel and Development. The UK experts will share their
insights and discuss details of how employers can better manage their diverse employees in
challenging times. Following that, hear from a diverse pool of panellists on key business
trends, issues and best employment practices on achieving inclusive growth within the
organisation.
In the afternoon, participants can select and attend topical session to suit their organisations'
needs. These breakout sessions include:
Session 1A : Developing Cross-Cultural Competence - A Talent Management Imperative
Session 1B : Harnessing Female Talent in the Workplace
Session 2A : Building and Leading High Performance Teams - D&I Perspective
Session 2B : Synergising A Multi-Generational Workforce - Issues & Strategies
Registration is open now! For more information, visit www.fairemployment.sg/conference
today.
________________________________________________________________
Australia: Fifth International Community, Work and Family Conference, The fifth
international Community, Work and Family Conference will take place at the University of
Sydney, 15-17 July 2013. Information at www.CWF2013.aifs.gov.au
32
___________________________________________________________________________
Australia: 27th AIRAANZ Conference, 6-8 February 2013, Freemantle, Western Australia.
Information from www.conferencewa.com.au/airaanz2013
email [email protected]
email [email protected]
__________________________________________________________________________________
Awards and Prizes
ILERA: Luis Aparicio Prize
Call for nominations
Luis Aparicio Valdez was ILERA’s President during 2003-2006 and in this role was the host
of the 10th World Congress in Lima in 2006. Sadly, he became quite ill during 2006 as he
battled a series of ailments including cancer. Despite this, Luis Aparicio led a team of
dedicated colleagues who staged a very successful Congress. He passed away shortly after
the Americas Congress held in Buenos Aires in September 2008. Luis Aparicio was known
throughout Latin America as a scholar passionately committed to the study of all aspects of
labour and industrial relations. He was a prolific author of books and articles. He was
committed to the teaching of industrial relations at university level. In particular, he is
remembered for the strong encouragement he gave to many young academic scholars in the
field. He was a dedicated member of ILERA and was known to colleagues around the world.
The family of Luis Aparicio, his friends and colleagues have established the Luis Aparicio
Prize to honour his contributions to ILERA and to the practice, study and teaching of labour
and industrial relations.
Award
The Prize will be awarded once every three years at the world congress of ILERA. The first
recipient of the Luis Aparicio Prize will receive USD 1000 and a plaque. This will be
presented at the 16th ILERA world congress in Philadelphia in July 2012.
33
Eligiblity
The Prize will be awarded to an emerging scholar based on his/her contributions to the study
and research in any aspect of work, employment and employment relations. This Prize is
designed to recognize outstanding academic contributions to research by recent entrants to
the field. An emerging scholar is a person ten years or less from receipt of the terminal degree
(Ph.D. or other terminal degree such as a law degree).
Nominations
Any member of ILERA, or a member of any of the national associations affiliated with
ILERA may nominate a person for this Prize. Letters of nomination should be accompanied
by the nominee’s resume/vita or by a substantial account of the accomplishments of the
nominee.
Nominations should be sent to the chair of the Selection Committee by 30 March 2012.
Please send nominations (by regular mail or e-mail) to:
Professor Anil Verma, Director of the Centre for Industrial Relations and Human Resources,
Rotman School of Management, University of Toronto, 121 St. George Street, Toronto, ON
M5S 2E8 Canada. e-mail: [email protected]
Donations
If you are interested in donating to the Luis Aparicio Prize Fund you may use this pledge
form and return it duly completed to the ILERA Secretariat.
________________________________________________________________
Other Sites
ILO: The International Institute for Labour Studies (IILS) was established by the
International Labour Organization in 1960 as a centre for advanced studies in the social and
labour fields. It produces the annual "World of Work Report". The International Labour
Review, a global multidisciplinary journal of labour and social policies is also published
under the aegis of the IILS.
http://www.ilo.org/
___________________________________________________________________________
UK: Working Lives Research Institute
34
Subscribe to the WLRI mailing list for regular news updates, including our regular WLRI
electronic-newsletter, and subscribe to our WLRI press release mailing list.
___________________________________________________________________________
35
