SLP BARGAINING

SLP bargaining II- at the Table



SLP bargaining II

Introduction

In this paper, we would be discussing the of ABC company, which is a, manufacturing company in the automotive industry. It has a production plant of 20,000 employees, a sales department of 5,000, and an administrative work force of 1,000. The male workforce in each department is about 75%, 60%, and 40% respectively. On average, women's compensation is 25% lower than that of the men in all departments. The sex of a person is a determining factor in terms of its access to resources. It also plays a fundamental role in the division of labor in households, the value assigned to different types of work and the bargaining power, becoming a pivotal element of decent work outcomes. Although gender inequality varies considerably from one region to another and from one sector to another, there is no doubt that in ordinary women are less than men in self-employment and wage employment in rural areas. They are discriminated against in all areas of decent work: job creation and enterprise development, social protection, standards and labor rights, governance and social dialogue.

Inside information

There is a tremendous and prolific international standard, and national community is to regulate the right of equal treatment between women and men and the principle of nondiscrimination. Similarly, in the national agreement are reflected across a number of programmatic objectives and principles to achieve strong equality in collective bargaining. Have they been reasonable standards? The reality of national and regional collective agreements negotiated shows that more needs to be done to achieve the intended efficacy.

Negotiating Approach

For the case mentioned above I would use collective bargaining, which is the, ideal instrument for the regulation of working conditions and labour relations and, for some time, it says, increasingly, more as an instrument of Rights guarantees Fundamental within the company. It should, therefore, be an important element for the elimination of gender discrimination in employment and working conditions, while undoubtedly it is part of the cast of fundamental rights.

Interest and possible positions

Community legislation (equal treatment in access to employment and working conditions), places particular emphasis on collective bargaining as a tool for applying the principle of equality and are asked to encourage the business sector to implement and promote equality in the workplace in a planned, systematic and cross. While the same standards community has consistently demonstrated their distrust in the performance of this function by collective bargaining, considering necessary, on the contrary, the establishment of appropriate and adequate procedures for control of adequacy of collective agreements from the prohibition of discrimination by gender. This prevention finds its cause in the analysis of conventional reality shows that in most EU Member States, collective agreements, rather than become a tool of anti-discrimination protection, has been one of the sources of most significant discrimination. The analysis of the different positions of women and men in sub-contracting and supermarket chains is also useful because it allows us to identify opportunities to increase the bargaining power of men and ...