Carley, Mark

The aims of this project are to explore recent experiences in the practice of information and consultation (I&C) at national level, building on the findings of the European Industrial Relations Observatory (EIRO) 2011 report entitled Information and consultation practice across Europe five years after the EU Directive (Directive 2002/14/EC). The research analysed the effects of the I&C Directive both on national I&C practice – specifically on employees, trade unions and employers’ associations, and companies (in particular, HR managers) – and on national systems of industrial relations. It also explored whether national practices ensure the adequate, effective and timely information and consultation of employees in the interests of both employers and employees.

The Certification Officer (CO [1]), established in 1975, is a statutory body responsible for: [1] http://www.certoffice.org/

State-owned company Remploy [1] was set up in the 1940s to provide employment for people with disabilities in the UK. It has a network of factories manufacturing a range of products, such as motor parts, furniture and protective clothing, for private and public sector clients. It also runs an employment services business, helping find jobs for people with disabilities. [1] http://www.remploy.co.uk/

Employers in the UK are obliged to grant trade union recognition for collective bargaining if the union successfully applies to the independent Central Arbitration Committee (CAC [1]) under a statutory procedure introduced in 2000 (*UK0007183F* [2]). [1] http://www.cac.gov.uk [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-industrial-relations/statutory-trade-union-recognition-procedure-comes-into-force

The EU Directive on collective redundancies (98/59/EC [1]) became British law in the Trade Union and Labour Relations (Consolidation) Act 1992 [2]. It says employers who propose to make 20 or more employees redundant within a 90-day period must consult employee representatives. The consultation must be conducted with a view to reaching agreement, and must look for ways to avoid redundancies, reduce their number and mitigate their consequences. [1] http://eur-lex.europa.eu/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=EN&numdoc=31998L0059&model=guichett [2] http://www.legislation.gov.uk/ukpga/1992/52/part/IV/chapter/II/crossheading/duty-of-employer-to-consult-trade-union-representatives

EIRObserver is the bi-monthly bulletin of the European Industrial Relations Observatory. It contains an edited selection of feature and news items, based on some of the reports supplied for the EIROnline database over each two-month period. On top of this, EIRO also conducts comparative research on specific themes. The comparative supplement looks at the general development of the pay gap in the EU and Norway: statutory measures to combat pay discrimination against women and improve their pay conditions; the relationship between the issue of gender pay equity and collective bargaining; the approach taken by the social parents and the pay equity issue with EU Member States' National Action Plans for employment. It concludes that, despite occasional successes and moderate progress made in the right direction, the road towards pay equity is proving a long one. The general impression is that pay equity is not a central issue in collective bargaining, despite some innovative initiatives.

EIRObserver is the bi-monthly bulletin of the European Industrial Relations Observatory. It contains an edited selection of feature and news items, based on some of the reports supplied for the EIROnline database over each two-month period. On top of this, EIRO also conducts comparative research on specific themes. The comparative supplement in this issues examines the impact so far of EWCs on industrial relations in the multinationals concerned and in the EU Member States plus Norway.

EIRObserver is the bi-monthly bulletin of the European Industrial Relations Observatory. It contains an edited selection of features and news items, based on some of the reports supplied for the EIROnline database over each two-month period. On top of this, EIRO also conducts comparative research on specific themes. The comparative supplement examines the issue of variable pay in the 15 EU Member States, plus Norway. It looks at the incidence and development of different systems, the extent to which variable pay is covered by collective bargaining and the attitudes of the social partners, the government and the public, concluding with an analysis of the impact of variable pay on industrial relations.

EIRObserver is the bi-monthly bulletin of the European Industrial Relations Observatory. It contains an edited selection of feature and news items, based on some of the reports supplied for the EIROnline database over each two-month period. On top of this, EIRO also conducts comparative research on specific themes.

EIRObserver is the bi-monthly bulletin of the European Industrial Relations Observatory. It contains an edited selection of feature and news items, based on some of the reports supplied for the EIROnline database over each two-month period. On top of this, EIRO also conducts comparative research on specific themes. The comparative supplement outlines the main features and issues of industrial relations in ICT (information and commications technology). It: sketches employment levels and characteristics; analyses collective bargaining; discusses the emergence, role and positions of trade unions and employers’ organisations in the sector; examines current restructuring processes and industrial conflict; and comments on the prospects for industrial relations.