By Laura Dubinsky

Published in July 2000

Resisting Union-Busting Techniques: lessons from Quebec is the fifth in a series of Comparative notes published by the Institute of Employment Rights.

The recognition procedure recently introduced in the UK closely resembles the statutory procedures operating in Canada. According to this booklet, Canadian unions have experienced acute difficulties with the legislation, most notably in the form of union-busting techniques developed by employers in their attempts to deny union recognition.

By Karon Monaghan

Published in March 2000

This timely publication, by one of the UK’s leading barristers in race law, provides a comprehensive guide to the complexities of UK race discrimination law.

The book is designed to help trade union representatives challenge race discrimination at work and includes an overview of the Race Relations Act together with detailed chapters on identifying and proving race discrimination in the workplace through to bringing a complaint to an Employment Tribunal. This chapter also gives an overview of the remedies that might be available to a successful complainant in an ET.

Published in March 2000

Since taking office in 1997 the government has introduced a national minimum wage for the first time in this country, and delivered the manifesto promise to implement a statutory right to trade union recognition. The GCHQ ban has been lifted, and the government has committed itself more wholeheartedly to the implementation of European social policy than its predecessors.

The Institute of Employment Rights was invited by a number of trade unions to consider what steps might be taken in the future to build on these achievements: how to build on the new fairness at work legislation.

By Roger Welch

Published in February 2000

Trade Union Rights in South Africa: the Labour Relations Act 1995 is the fourth in a series of Comparative Notes published by the Institute of Employment Rights.

By Malcolm Sargeant

November 1999

In 1999 the government introduced a Code of Practice on Age Discrimination in Employment. The aim of the Code is to introduce good practice into employers’ policies on recruitment, selection, promotion, training, redundancy and retirement. It is argued that when 12% of employers feel that people aged 30 are too old to employ, and another 25% believe 50 is too old then some form of protection against discrimination is required.

By Jennifer Eady and Jeremy McMullen QC

Published in September 1999