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Subject Item
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Union busting Pemberangusan serikat pekerja Union busting Union Busting Union busting Répression antisyndicale Vakbondsonderdrukking
rdfs:comment
Union busting (anti-facklig verksamhet) är ett samlingsbegrepp för en rad aktiviteter som kan vidtas av arbetsgivare eller arbetsgivarorganisationer för att störa, eller förhindra bildandet av, fria fackföreningar. Lo Union Busting (traducibile in Italiano come Distruzione delle relazioni sindacali, Repressione anti-sindacale, Violenza anti-sindacale) è una serie di attività e pratiche anti-sindacali, legali e illegali, intraprese per interrompere o impedire la formazione di sindacati o l'espansione della loro presenza. L'applicazione e l'aderenza alle leggi sul lavoro possono differire in tutto il mondo, ma le leggi sul lavoro continuano ad espandersi in nuovi paesi come il diritto del lavoro della Repubblica popolare cinese e il diritto del lavoro indiano. On appelle répression antisyndicale toute activité visant à entraver l'action syndicale. Selon les pays et les époques, cela peut passer par différentes méthodes. Ainsi, il peut y avoir une législation qui les interdit ou les entrave fortement (en ne donnant par exemple aucune protection particulière aux délégués syndicaux ou délégués du personnel ou en interdisant la création de nouveaux syndicats). Ils peuvent être mis sous contrôle étatique ou patronal par l'émission de guides à l'intention du patronat pour lutter contre l'activité syndicale (Australie) ou bien par des campagnes de propagande antisyndicale ainsi que des lois (par exemple, la loi 43 de la province de Québec, au Canada). Dans les cas les plus graves, des syndicalistes, ainsi que leurs sympathisants ou leur famille, peuven Pemberangusan serikat pekerja (dikenal di Amerika Serikat dalam bahasa Inggris sebagai union busting) adalah sebuah upaya pendayaan serikat pekerja bagi kepentingan majikan atau perlakukan kooptasi pada serikat pekerja. Praktik ini dianggap buruk, penentang pratik perburuhan yang tidak sehat atau unfair labor practiceadalah Senator Robert Taft dan Fred A. Hartley, Jr. dengan usulan undang-2 yang dikenal sebagai Taft–Hartley Act akan tetapi kemudian kandas karena diveto oleh Harry S. Truman pada 23 Juni 1947. Union Busting (engl. „Gewerkschafts-Zerstörung“) ist ein Fachbegriff aus den USA für die systematische Bekämpfung, Unterdrückung und Sabotage von Arbeitnehmervertretungen, also Gewerkschaften, Betriebsräten und Personalräten. Dazu gehören legale wie auch illegale Methoden wie beispielsweise die ungenehmigte Ausspähung durch Detekteien, die gezielte Diskreditierung oder ungerechtfertigte Kündigung von Arbeitnehmervertretern, die Förderung von arbeitgeberfreundlichen Wählerlisten und die Blockade von Betriebsratswahlen. Vakbondsonderdrukking is het verstoren of weren van een vakbondswerking of het verhinderen van werknemers of vakbondsmilitanten om zich te organiseren in een vakbond. Werkgevers kunnen vakbonden onderdrukken op wettelijke en illegale manieren, van subtiele beïnvloeding tot het gebruik van fysiek geweld. Hoewel volgens de Universele Verklaring van de Rechten van de Mens eenieder het recht heeft om zich aan te sluiten bij een vakbond, is dit in veel landen geen bindende wet. Ook de wetgever kan aan vakbondsonderdrukking doen, door wetgeving op te nemen in het arbeidsrecht, bijvoorbeeld door het stakingsrecht in te perken. Vakbondsonderdrukking is schering en inslag in de Verenigde Staten, waar de praktijk bekendstaat als union busting. Union busting is a range of activities undertaken to disrupt or prevent the formation of trade unions or their attempts to grow their membership in a workplace. Union busting tactics can refer to both legal and illegal activities, and can range anywhere from subtle to violent. Article 23 of the Universal Declaration of Human Rights (UDHR) declares that everyone has a right to form and/or join a trade union. The provision is, however, not legally binding and has, in most jurisdictions, no horizontal effect in the legal relation between employer and employees or unions.
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Vakbondsonderdrukking is het verstoren of weren van een vakbondswerking of het verhinderen van werknemers of vakbondsmilitanten om zich te organiseren in een vakbond. Werkgevers kunnen vakbonden onderdrukken op wettelijke en illegale manieren, van subtiele beïnvloeding tot het gebruik van fysiek geweld. Hoewel volgens de Universele Verklaring van de Rechten van de Mens eenieder het recht heeft om zich aan te sluiten bij een vakbond, is dit in veel landen geen bindende wet. Ook de wetgever kan aan vakbondsonderdrukking doen, door wetgeving op te nemen in het arbeidsrecht, bijvoorbeeld door het stakingsrecht in te perken. Vakbondsonderdrukking is schering en inslag in de Verenigde Staten, waar de praktijk bekendstaat als union busting. Pemberangusan serikat pekerja (dikenal di Amerika Serikat dalam bahasa Inggris sebagai union busting) adalah sebuah upaya pendayaan serikat pekerja bagi kepentingan majikan atau perlakukan kooptasi pada serikat pekerja. Praktik ini dianggap buruk, penentang pratik perburuhan yang tidak sehat atau unfair labor practiceadalah Senator Robert Taft dan Fred A. Hartley, Jr. dengan usulan undang-2 yang dikenal sebagai Taft–Hartley Act akan tetapi kemudian kandas karena diveto oleh Harry S. Truman pada 23 Juni 1947. Union Busting (engl. „Gewerkschafts-Zerstörung“) ist ein Fachbegriff aus den USA für die systematische Bekämpfung, Unterdrückung und Sabotage von Arbeitnehmervertretungen, also Gewerkschaften, Betriebsräten und Personalräten. Dazu gehören legale wie auch illegale Methoden wie beispielsweise die ungenehmigte Ausspähung durch Detekteien, die gezielte Diskreditierung oder ungerechtfertigte Kündigung von Arbeitnehmervertretern, die Förderung von arbeitgeberfreundlichen Wählerlisten und die Blockade von Betriebsratswahlen. Union Busting steht in einem Spannungsverhältnis zu grundrechtlichen Garantien, zum geltenden Arbeitsrecht (in Deutschland z. B. Kündigungsschutzgesetz, Arbeitszeitgesetz und Betriebsverfassungsgesetz), zur Europäischen Sozialcharta und zu den Arbeitsrechtsnormen der Internationalen Arbeitsorganisation (ILO) der UNO. Seit Beginn der 2000er Jahre werden für dieselben Praktiken auch die Begriffe „Union Avoidance“ (dt.: Gewerkschaftsvermeidung), „Counter Organizing“ (dt.: Gegenorganisierung) und „Union Prevention“ (dt.: Vorbeugung gegen die Bildung einer Belegschaftsvertretung) benutzt. In Deutschland benutzte die Gewerkschaft Nahrung-Genuss-Gaststätten den Begriff Union Busting erstmals im Jahre 1999, um Praktiken des Fast Food-Konzerns McDonald’s anzuprangern. 2014 haben die Autoren Werner Rügemer und Elmar Wigand den Begriff in Deutschland stärker eingeführt und geprägt, sodass er in Gewerkschaften und Medien gebräuchlich wurde. Lo Union Busting (traducibile in Italiano come Distruzione delle relazioni sindacali, Repressione anti-sindacale, Violenza anti-sindacale) è una serie di attività e pratiche anti-sindacali, legali e illegali, intraprese per interrompere o impedire la formazione di sindacati o l'espansione della loro presenza. Le leggi sul lavoro differiscono notevolmente da paese a paese sia per il livello che per il tipo di normative per quanto riguarda la protezione dei sindacati, le loro attività organizzative e altri aspetti. Queste leggi possono influenzare argomenti come la pubblicazione di avvisi e notizie, l'organizzazione sul luogo di lavoro o fuori, interazioni coi colleghi, sottoscrizioni sindacali, quote sindacali, picchetti, scioperi, scioperi e crumiraggio, serrate, la cessazione del rapporto di lavoro, sostituzioni permanenti, elezioni di rappresentanti e sindacati controllati dai datori di lavoro. L'articolo 23 della Dichiarazione universale dei diritti dell'uomo (UDHR) dichiara che tutti hanno il diritto di formare e / o aderire a un sindacato. La disposizione, tuttavia, non è giuridicamente vincolante e, nella maggior parte delle giurisdizioni, non ha alcun effetto orizzontale nel rapporto giuridico tra datore di lavoro e dipendenti o sindacati. Ci sono molte società di consulenza sui rapporti di lavoro negli Stati Uniti e nel mondo finalizzate allo union busting. Sono specializzate in settori come l'intrattenimento (radio, televisione e cinema), l'ospitalità (cucina e servizi di ristorazione), comunicazioni, industria manifatturiera, aerospaziale, servizi pubblici e assistenza sanitaria. Sebbene molti operino solo negli Stati Uniti, l'organizzazione sindacale avviene a livello multinazionale. Secondo l'AFL-CIO, una delle più grandi aziende statunitensi, Labor Relations Institute (LRI), offre un "Pacchetto vincente garantito": se la società non "vince", non paga. L'applicazione e l'aderenza alle leggi sul lavoro possono differire in tutto il mondo, ma le leggi sul lavoro continuano ad espandersi in nuovi paesi come il diritto del lavoro della Repubblica popolare cinese e il diritto del lavoro indiano. L'organizzazione sindacale inizia spesso con lavoratori non formati o ignari del diritto del lavoro . A causa del mutevole ambiente di lavoro globale e multinazionale e delle leggi sui rapporti di lavoro / occupazione, il movimento operaio moderno si rivolge sempre più all'orientamento professionale. A livello internazionale, le leggi differiscono nel modo in cui viene definita un'unità di contrattazione per i lavoratori con descrizioni di mansioni che implicano supervisione o gestione. On appelle répression antisyndicale toute activité visant à entraver l'action syndicale. Selon les pays et les époques, cela peut passer par différentes méthodes. Ainsi, il peut y avoir une législation qui les interdit ou les entrave fortement (en ne donnant par exemple aucune protection particulière aux délégués syndicaux ou délégués du personnel ou en interdisant la création de nouveaux syndicats). Ils peuvent être mis sous contrôle étatique ou patronal par l'émission de guides à l'intention du patronat pour lutter contre l'activité syndicale (Australie) ou bien par des campagnes de propagande antisyndicale ainsi que des lois (par exemple, la loi 43 de la province de Québec, au Canada). Dans les cas les plus graves, des syndicalistes, ainsi que leurs sympathisants ou leur famille, peuvent être assassinés. Union busting (anti-facklig verksamhet) är ett samlingsbegrepp för en rad aktiviteter som kan vidtas av arbetsgivare eller arbetsgivarorganisationer för att störa, eller förhindra bildandet av, fria fackföreningar. Union busting is a range of activities undertaken to disrupt or prevent the formation of trade unions or their attempts to grow their membership in a workplace. Union busting tactics can refer to both legal and illegal activities, and can range anywhere from subtle to violent. Labor laws differ greatly from country to country in both level and type of regulations in respect to their protection of unions, their organizing activities, as well as other aspects. These laws can affect topics such as posting notices, organizing on or off employer property, solicitations, card signing, union dues, picketing, work stoppages, striking and strikebreaking, lockouts, termination of employment, permanent replacements, automatic recognition, derecognition, ballot elections, and employer-controlled trade unions. Article 23 of the Universal Declaration of Human Rights (UDHR) declares that everyone has a right to form and/or join a trade union. The provision is, however, not legally binding and has, in most jurisdictions, no horizontal effect in the legal relation between employer and employees or unions. There are many labor relations consultancies in the United States and worldwide. They specialize in industries such as entertainment (radio, television and motion picture), hospitality (culinary and food service), communications, manufacturing, aerospace, utilities, and healthcare. Although many operate only in the United States, trade union organizing takes place multi-nationally. According to the AFL-CIO, "one of the largest U.S. firms, Labor Relations Institute (LRI), offers a “Guaranteed Winner Package”: if the corporation does not "win", it does not pay. In both the US and Europe, organizing campaigns increasingly involve immigrant non-English speaking workers. Internationally, compliance with labor laws within developed countries can be vastly different from emerging countries. Both trade union organizers and management must know the law and avoid unfair labor practice (ULP) charges. Application and adherence to labor laws may differ worldwide, but labor laws continue to expand into new countries such as the Labour Law of the People's Republic of China and the Indian labour law. Trade union organizing often starts with workers who are untrained or unaware of labour law. Due to the changing global and multinational employment environment and labor relations/employment laws, the modern labor movement turns more and more to professional guidance. Internationally, laws differ in how a bargaining unit is defined for workers with job descriptions involving supervision or management. Because the operative word is “law”, trade unions and workplaces may retain legal counsel to navigate the complexities of local and/or international labor laws in order to avoid unfair labor practice charges.
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