勞動(dòng)關(guān)系比較研究

前言

The College of Administration of Zhejiang University and the Friedrich- Ebert-Stiftung's Office in Shanghai held an international workshop in Hangzhou on 9——10 March 2009 on the theme of ' Comparative Industrial Relations: China- Souttr-Korea- Germany/Europe. The aim of the event was to expand on experiences from other countries and economies so that they could be used in the Chinese development debate.When the organisers met to consider the topics four blocs rapidly emerged  which  henceforth  determined  the  workshop's  structure. 'Collective Bargaining~ and 'Dispute Resolution~ are standard features of every discussion of industrial relations.  The two areas are also gainingsignificance in China in parallel with the retreat of the state from labour planning and  wage  setting.  In  the  meantime,  the  government  is encouraging the state-organised trade unions to play a bigger role here.The two other sets of topics suggested themselves equally rapidly. In many industrialised countries a neoliberal rollback has been discernible since the mid-1980s, calling into question trade union achievements of previous decades and attempting to realign labour market policy with classical  labour  market  doctrines.  The  new,  atypical  employment relationships which have arisen as a consequence represented a separate thread in the workshop, making it possible to address the development of unprotected employment relationships with the exclusion of trade unions.

內(nèi)容概要

勞動(dòng)關(guān)系是一切社會(huì)關(guān)系的基礎(chǔ)，而中國市場化改革的最深層變革是勞動(dòng)關(guān)系的變革。本書分別探討了中國、韓國、德國已及其他國家的勞動(dòng)關(guān)系問題，分析了其中的得與失，這些都是改革中不可缺少的寶貴經(jīng)驗(yàn)與教訓(xùn)。全書分為4部分，是中外學(xué)者共同研究的成果，方法新穎，見解獨(dú)到，有重要現(xiàn)實(shí)意義和理論價(jià)值。

作者簡介

編者：（德國）魯?shù)婪颉ぬ貏谄?梅茨（Rudolf Traub-Merz） 張俊華

書籍目錄

Foreword　　Rudolf Traub-MerzIndustrial Relations in China, South-Korea and GermanyPart I- Collective Bargaining　　Huang Renmin　Characteristics of Collective Wage Bargaining in China and the Practical Role of Trade Unions　　Youngmo Yoon　Labour Relations and Collective Bargaining in South Korea- Moving　from Enterprise-level Collective Bargaining to Industry/Sectoral-level Collective Bargaining　　Thorsten Schulten　Collective Bargaining in Europe- An overview　　Reinhard Bahnmiiller　The Dual System of Representation in Germany: Structure and Current Developments　　　　　　　　　　　　　 Part II- Dispute Resolution　　Shen Qinqing and Pan Taiping　The Role and Function of Trade Unions in Resolving Collective Labour Disputes in China　　Youngmo Yoon　Industrial Disputes and Dispute Resolution Mechanisms in South-Korea　 Thorsten Schulten　Conflict Resolution in EuropePart III - Industrial Relations during Economic Crisis　　Kinglun Ngok　Chinese Labour Law in the Global Financial Crisis　　Qiao Jian　Lessons for China from Labor Policies during the Great Depression in the USA　　Kiu Sik Bae and Rudolf Traub-Merz　How Can the Interests of Workers Be Safeguarded during the Economic Crisis in Korea？　　Wolf gang Daubler　Workers' Rights in an Economic Crisis: GermanyPart IV- Atypical Employment　　Kiu Sik Bae　Atypical Employment in Korea- Beyond the Standard Working Contract　　Wolf gang Daubler　Beyond the Standard Labour Conti'act -Experiences from Germany

章節(jié)摘錄

插圖：As a crisis strategy, wages and social benefits are usually subordinate to the goal of company competitiveness.  But this also points to the problem of enterprise-level wage agreements. As Yoon and Bae show for South Korea, company workforces are struggling to keep their jobs in competition with other workforces and are quick to make concessions which secure employment at their own plant and jeopardise the jobs of others. Bahnmtuller shows that even branch trade unions with industry wide agreements are not averse to this kind of downward competition. During periods of economic crisis even in Germany works councils oppose rade unions from time to time and demand a significant reduction in labour costs.Germany has probably the most developed 'toolbox~ in the world for combating crises in the labour market. The principal means of smoothly adapting employment volumes to fluctuations in demand or sales are agreements  between  trade  unions  and  employers'  associations  onemployment guarantees, on the one hand, and between works councils and group managements, on the other hand. Working time accounts, in particular, create flexibility (cf. Daubler, Workers' Rights). In boom periods, workers can do overtime for which they do not receive wages but credits in their working time account.  In periods of crisis,  this is reversed. They continue to receive their regular wage although they work less.  Co! lective agreements on employment at sectoral level create the framework, while company agreements lay down the details.

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《勞動(dòng)關(guān)系比較研究:中國、韓國、德國·歐洲(英文版)》是由中國社會(huì)科學(xué)出版社出版的。

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