Employee Rights and Labour Relations in Central and Eastern Europe
AbstractTransformation of economies in Central and Eastern Europe countries has not been accompanied by sufficient guarantees for social dimension. Following that, the economic recession has particularly badly affected these countries. However, well-functioning social dialogue and regulated labour relations with well developed employee rights are the very bases of social guarantees. The analysis carried out in this paper leads to a conclusion that employee representation in workplaces in Central and Eastern Europe is still trade unions’ domain, in spite of the 2002 Directive’s implementation and (in general) dual system of worker representation in these countries. Initially, trade unions were afraid of the competition from works councils. With the passing of time, they toned down their inimical attitude towards these institutions. However, employees have not completely accepted the new form of worker participation yet and the number of works councils in these countries is still relatively small.
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Bibliographic InfoArticle provided by Research Centre for Social Sciences,Mumbai, India in its journal Journal of Global Economy.
Volume (Year): 6 (2010)
Issue (Month): 5 (December)
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Web page: http://www.rcssindia.org
Find related papers by JEL classification:
- O52 - Economic Development, Technological Change, and Growth - - Economywide Country Studies - - - Europe
- J0 - Labor and Demographic Economics - - General
- J3 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs
- J4 - Labor and Demographic Economics - - Particular Labor Markets
- J8 - Labor and Demographic Economics - - Labor Standards
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