Trade unions and family-friendly policies in Britain
AbstractThis paper uses linked data on over 1,500 workplaces and 20,000 individuals from the 1998 British Workplace Employee Relations Survey to analyze the relationship between labor unions and the availability of six employer-provided family-friendly policies. Although unions were negatively associated with the availability of work-at-home arrangements and flexible working hours options, they appear to have increased the availability of three other policies designed to help workers balance the demands of work and family: parental leave, special paid leave, and job-sharing options. They did so both by negotiating for additional benefits ('monopoly' and collective voice effects) and by providing workers with information about existing policies and assisting them in using them (facilitation effects). (Author's abstract.) (Free full-text download available at http://digitalcommons.ilr.cornell.edu/ilrreview/.)
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Bibliographic InfoArticle provided by ILR Review, Cornell University, ILR School in its journal ILR Review.
Volume (Year): 57 (2004)
Issue (Month): 2 (January)
Postal: 381 Ives East, Cornell University, Ithaca, NY 14853-3901
Other versions of this item:
- John W Budd & Karen Mumford, . "Trade Unions and Family-Friendly Policies in Britian," Discussion Papers 01/14, Department of Economics, University of York.
- John W. Budd & Karen Mumford, . "Trade Unions and Family Friendly Policies in Britain," Working Papers 0302, Human Resources and Labor Studies, University of Minnesota (Twin Cities Campus).
- J51 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Trade Unions: Objectives, Structure, and Effects
- J13 - Labor and Demographic Economics - - Demographic Economics - - - Fertility; Family Planning; Child Care; Children; Youth
- J32 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Nonwage Labor Costs and Benefits; Retirement Plans; Private Pensions
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