Vredeling Ready to Spring Trap on the Unwary

Article Abstract:

In the United Kingdom, trade unions were granted the right to information from their employers for the purpose of collective bargaining through the Employment Protection Act of 1975. This only applies to one company, not its subsidiaries or affiliate, however. The European Economic (EEC) Commission would like mandatory, not voluntary disclosure where employee rights are clearly defined. The Vredeling Proposals, proposed in 1980 as a new directive on the issue, were sponsored by Henk Vredeling of Holland and have been heavily amended. The Directive defines subsidiary and the scope of its control, the information that is to be disclosed and the need to provide time for consideration of the employees and to hold consultations with them. The Directive also defines which types of decisions might affect employees. The United Kingdom Industry Act of 1975 has many of the same proposals as the EEC Commission proposed Vredeling Proposals. The trade union organizations are in support of the Vredeling Proposals, but complain that they have been watered down and may be unenforceable or hard to enforce. The employers' side has spoken against the proposals due to burden on all enterprises, confidentiality and unworkability. Companies should be advised and encouraged to consider employees in reporting.

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Protecting the non-union man

Article Abstract:

Employers in Great Britain cannot take disciplinary action against employees designed to encourage the employees to join trade unions. Similarly, union members are prohibited from taking disciplinary actions against non-union members in an attempt to force union membership. Even in cases where employers have agreed to hire only specified union members, non-union members must be employed, if: the failure to join the union reflects the employee's personal or religious beliefs, the employee was not a member of the union prior to the employer's agreement with the union, the employee can show that he has been unfairly or unreasonably banned by the union, or the employee's employment position precludes him the freedom of striking or demonstrating against his employer.

Labor relations, Labor unions, Freedom of association

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Is the U.K. ready for the next phase in broadcasting?

Article Abstract:

Five alternatives to conventional television broadcasting technology, video cassette recording, direct broadcasting by satellite, pay TV, cable television, and community television reception, are discussed from their financial and advertising perspectives. Currently, videocassette television technologies are available in six million British homes, representing approximately 30 percent of this market, but cable television is deemed to be beyond the reach of 40 percent of the British population for 'geographical and demographic' reasons. Direct broadcasting by satellite appears to be the most effective and cost-efficient broadcasting alternative.

Innovations, Television broadcasting, Cable television, Broadcasting

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