|
Workplace participation in the United Kingdom refers to the structures that people at work have to participate in the way their organisation is managed. UK labour and company law generally leaves this up to the management of the company, appointed by shareholders and banks, to determine, and in contrast to most European jurisdictions requires only a minimum participation practices. Workers have the right to, *organise a works council which must be informed and consulted on major business changes, particularly redundancies *organise a health and safety committee, with the right to input on workplace health and safety practices Otherwise UK workers participate outside a firm's own structure through self-organisation of trade unions, which can pressure management to enter into a collective agreement through the threat of industrial action. Businesses are free in UK law to voluntarily grant employees participation rights, or to reach a collective agreement with the trade union, to be members in the general meeting, or the right to elect specific board members, though orthodox companies do not do this. ==History== In the 1977 ''Report of the committee of inquiry on industrial democracy''〔(1977) Cmnd 6706〕 the Government proposed, in line with developments in Germany, and mirroring an EU Draft Fifth Company Law Directive, that the board of directors should have an equal number of representatives elected by employees as there were for shareholders. However the only reform introduced after the 1979 election was that directors owed a duty to act in shareholders' and employees' interests alike.〔CA 1985 s 309; see KW Wedderburn, 'Employees, Partnership and Company Law' () 31(2) Industrial Law Journal 99.〕 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Workplace participation in the United Kingdom」の詳細全文を読む スポンサード リンク
|