Minimum Wages and Collective Bargaining: What Types of Pay Bargaining Can Foster Positive Pay Equity Outcomes?

Grimshaw, Damian; Bösch, Gerhard; Rubery, Jill

doi:10.1111/bjir.12021

Cited by 60 publications

(69 citation statements)

References 42 publications

(41 reference statements)

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“…Collective engagement strategies of trade unions and employers shape the pay equity effects of a minimum wage http://www.sajhrm.co.za Open Access policy (Grimshaw, Bosch & Rubery, 2014). This was further supported by the outcome of the study conducted by Karen Roberts in 2015, which recorded the results as showing a difference between collaboratively and competitively bargained contracts in two areas, namely, direct responses to a changing national minimum wage and responses to the absence or weakness of a national minimum wage (Roberts, 2015).…”

Section: Overview Of the Current South African Collective Engagement mentioning

confidence: 99%

Current collective engagement stakeholder strategies for South African labour relations

Madlala

Govender

2018

SA j. hum. resour. manag.

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Orientation: Collective engagement stakeholder strategies are significant for the creation of harmony in the workplace. It is a known fact that the South African (SA) labour environment has been dominated by industrial action before and after the 1994 democratic transition. To be precise, the statistics reveals that industrial action has increased and become more destructive post-1994.Purpose: The purpose of this article was to present the current collective engagement stakeholder strategies for South African labour relations.Motivation for the study: The SA mining sector has seen more violent strikes, with a higher number of deaths, injuries, criminal activities, arrests, dismissals and job losses in recent years. This article captures the current mining stakeholder strategies shaping the existing labour relations environment.Research approach, design and method: This is a theoretical article highlighting the recent literature on collective engagement in the mining sector in South Africa.Main findings: This article presents the current labour relations incidents, reflecting the need for more effective collective engagement and stakeholder management strategies.Practical and managerial implications: The current labour relations context has prompted key stakeholders at the National Economic Development and Labour Council (NEDLAC) to look specifically at promoting employment, labour market stability, the right to strike, minimising violence through collective bargaining and highlighting the role of the state, reducing vulnerability through social protection and increasing the minimum wage.Contribution or value add: This article adds theoretically to the existing body of knowledge regarding collective engagement and stakeholder strategies in the SA mining sector.

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Section: Overview Of the Current South African Collective Engagement mentioning

confidence: 99%

Current collective engagement stakeholder strategies for South African labour relations

Madlala

Govender

2018

SA j. hum. resour. manag.

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“…We also know that a high rate of coverage by collective agreements reduces the share of low-wage workers to a much greater extent than minimum wages. In the EU the correlation between the rate of coverage and the share of low-wage workers is 0.77 (Figure 2.1), while it is only 0.34 for minimum wages (Bosch and Weinkopf, 2013;Grimshaw et al, 2014). This is hardly surprising, since the pay scales negotiated by collective bargaining are generally higher than the minimum wage and extend into the intermediate or even higher pay brackets well above the minimum wage.…”

Section: Introductionmentioning

confidence: 96%

“…1 Jill Rubery has investigated these processes with us in several joint research projects with various thematic focal points (see, among others, Bosch et al, 2009;Grimshaw et al, 2014;Grimshaw and Rubery, 2015;Rubery, 2005). Rubery (2015) has concluded, on the basis of her wide-ranging experience, that the standard employment relationship must be strengthened and extended if we are to draw any closer to the goal of establishing 'inclusive labour markets '. 2 She argues in favour of 're-regulation', supported primarily by a 'proactive state' but combined with a strengthening of 'opportunities for workers and citizens to exercise voice'.…”

Section: Introductionmentioning

confidence: 99%

Autonomous bargaining in the shadow of the law

Bösch¹,

Lehndorff²

2017

Making Work More Equal

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mentioning

confidence: 98%

Making work more equal

Grimshaw

Fagan²,

Hebson

et al. 2017

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This electronic version has been made freely available under a Creative Commons (CC-BY-NC-ND) licence, thanks to the support of The University of Manchester, which permits non-commercial use, distribution and reproduction provided the author(s) and Manchester University Press are fully cited and no modifications or adaptations are made. Details of the licence can be viewed at https://creativecommons.org/licenses/by-nc-nd/3.0/ PrefaceThis book is inspired by, and dedicated to, Jill Rubery. Jill is a major figure in international debates on inequalities in work and employment. Her intellectual contributions are renowned for both their critical questioning of mainstream theoretical approaches, whether in economics, management, industrial relations or comparative systems, and their attention to real-world empirical detail. Jill's intellectual roots are with the influential Cambridge economics group researching labour market segmentation in the late 1970s and 1980s during a period when Keynesian economic thought was being eclipsed by neoclassical economics modelling. The research was inter-disciplinary, grounded in data (mostly involving case studies of firms) and driven by an ambitious intellectual agenda that developed theory while also illuminating practical matters of relevance to policy-makers and practitioners. During these Cambridge years, Jill developed a very important network of international friends and colleagues who formed the backbone of the International Working Party on Labour Market Segmentation, which Jill co-founded in 1979, and who provided the impetus for Jill's intellectual interest in comparative employment systems. Collaboration was an important characteristic of Jill's work then and continued following her move to Manchester in 1989 where for nearly three decades many colleagues have benefited enormously from working with her on high-profile research projects, publications and policy advisory work. This book has therefore been a rather strange experience for many of us because we are so used to talking through ideas and our writing with Jill. Her absence, dictated by the tradition of the Festschrift, feels wrong! We would like to say thank you to the 33 friends and colleagues of Jill who have contributed to this volume. We are very conscious that we were unable to invite many others due to MUP page-length restrictions, in particular many younger colleagues and ex-PhD students. We were able to expand the numbers somewhat by suggesting to several colleagues that they co-authored chapters in order to bring a greater number of Jill's friends into the book. These suggestions were generously accepted and we believe they have in fact proven very fruitful, especially in expanding the cross-national comparative scope of chapters. 1A new labour market segmentation approach for analysing inequalities: introduction and overview Damian Grimshaw, Colette Fagan, Gail Hebson and Isabel TavoraThere is a real need for a new multi-dimensional approach to understanding inequalities in work and employment. Face...

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Minimum Wages and Collective Bargaining: What Types of Pay Bargaining Can Foster Positive Pay Equity Outcomes?

Cited by 60 publications

References 42 publications

Current collective engagement stakeholder strategies for South African labour relations

Current collective engagement stakeholder strategies for South African labour relations

Autonomous bargaining in the shadow of the law

Making work more equal

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