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THE POWER OF TRADE UNIONS

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1. Read and translate the text

The power of trade unions has been gradually eroded over the last 20 years. This is due to a number of reasons:

· laws passed by Conservative government during 1980’s and 1990’s which have weakened the power of trade unions,

· decline in trade union membership,

· change in structure of industry from heavily unionised manufacturing industry towards service sector businesses,

· more women and part-time workers who are less inclined to join unions,

· change in philosophy from conflicts due to collective bargaining to individual bargaining between firms and employees.

One of the new laws that was introduced stated that employers did not have to recognise any trade union if they did not want to, regardless of how many of their workers belonged to it. This meant that trade unions could play no part in negotiations and could not represent their workers at all. However, in 2000 a new EU Employment Law came into being which stated that an employer must legally recognise and negotiate with a trade union if more than 50% of its workers belong to it.

In practice many firms choose to deal with trade unions as they can benefit not only the employee but also the employer. This is shown below:

Benefits to an employee · more powerful voice when bargaining as a group (e.g. for pay rises) as can threaten industrial action such as strikes, · workers will have their individual rights better protected, e.g. if dismissed unfairly or discriminated against. Benefits to an employer · cheaper and quicker to bargain with one trade union representative than individual workers, · workers are better motivated if they feel their interests are being looked after by trade unions.

Trade unions increasingly wish to be seen as working with employers to create a better and more competitive economy and not as organisations that stand in the way of change and increase costs for firms. They believe that both parties have mutual interests. This has led to more and more single union agreements (where an employer agrees to deal with only one union) but in return can often expect a ‘ no-strike deal’ from the union (where unions agree never to strike if a dispute cannot be settled).

 

2. Match pairs of synonyms and translate them. Then cover the right column and try to remember the synonym.

1) trade union 2) unionism 3) qualified worker 4) contributions 5) branch 6) unionist 7) unofficial strike 8) trade 9) general worker 10) go-slow strike 11) legislation 12) dispute 13) power a) slow-down strike b) skilled worker c) authority d) labour union e) union member f) local union g) laws h) wildcat strike i) dues j) craft k) unskilled worker l) trade union movement m) clash

 

3. Complete the sentences with a word or word combination from the text.

1) The authority of trade unions _______ recently.

2) The structure of industry is changing from manufacturing industry towards _______.

3) Part-time workers and women are not willing to _______.

4) An employer has to _______ with a trade union to which more than a half of its workers belong.

5) When bargaining for pay rises, trade unionists can _______.

6) Bargaining with one trade union representative is _______ for the employer.

7) One of the goals of TU’s cooperation with employers is to _______.

 

4. Answer the questions.

1) Are trade unions as powerful as they used to be two decades ago?

2) Is the number of union members growing?

3) What is the effect of the laws passed by the Conservative government in 80’s and 90’s?

4) How has the philosophy of bargaining changed?

5) What does the new EU Employment Law state?

6) What are the benefits of dealing with trade unions for employers and employees?

7) What is a ‘no-strike deal’?

 

5. Retell the text using the questions above as the plan.

Unit 6


1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 |

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