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Statutory Union Recognition Provisions as Stimulants to Employer Anti-Unionism in Three Anglo-Saxon Countries

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  • Gregor Gall

    (University of Hertfordshire)

Abstract

This article examines why employer opposition is stimulated by the introduction of statutory union recognition provisions in Britain, Ireland and the US. It examines the impact of the provisions for encouraging union organizing, which in turn stimulates employer anti-unionism, which then negates the intention of the provisions.

Suggested Citation

  • Gregor Gall, 2010. "Statutory Union Recognition Provisions as Stimulants to Employer Anti-Unionism in Three Anglo-Saxon Countries," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 31(1), pages 7-33, February.
    • Handle: RePEc:sae:ecoind:v:31:y:2010:i:1:p:7-33
    DOI: 10.1177/0143831X09343991
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    References listed on IDEAS

    as
    1. Patrick C. Flood & Bill Toner, 1997. "Large Non-Union Companies: How Do They Avoid a Catch 22?," British Journal of Industrial Relations, London School of Economics, vol. 35(2), pages 257-277, June.
    2. Daryl D’Art & Thomas Turner, 1999. "An Attitudinal Revolution in Irish Industrial Relations: The End of ‘Them and Us’?," British Journal of Industrial Relations, London School of Economics, vol. 37(1), pages 101-116, March.
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    Cited by:

    1. Gabriella Alberti, 2016. "Moving beyond the dichotomy of workplace and community unionism: The challenges of organising migrant workers in London’s hotels," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 37(1), pages 73-94, February.
    2. Mark Harcourt & Gregor Gall & Margaret Wilson & Korey Rubenstein & Sudong Shang, 2022. "Public support for a union default: Predicting factors and implications for public policy," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 43(3), pages 1095-1118, August.

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