TY - JOUR
AU - Simpson, Bob
AB - Disorganising Industrial Relations: An Analysis of sections 2-8 and 10-14 of the Employment Act 1982 By Roy Lewis* and Bob Simpsonf THE collective system of industrial relations depends upon workers organising in trade unions, the recognition of unions by employers for the purposes of collective bargaining, and a degree of freedom for both sides to impose sanctions. Union organisation and recognition are maintained through a wide variety of practices. These include the T.U.C' s Bridlington procedure, the closed shop, check-off, facilities for stewards, exclusive bargaining rights, and requirements on contractors to employ union members and observe recognised (collectively agreed) terms and con- ditions. The Employment Act 1982 is intended to weaken some of the major elements of this infrastructure. The Act*s provisions which affect union- and recognition-only requirements and the position of individuals who dissociate from unions are the focus of this article. /. Union-only and recognition-only practices The nuts and bolts of workplace trade union organisation are loosened by the 1982 Act's provisions outlawing the commercial and industrial practices which support union membership and recognition. This ground was prepared by section 18 of the 1980 Act which withdrew immunity from persons who organised industrial action to compel into 
TI - Disorganising Industrial Relations: An Analysis of sections 2–8 and 10–14 of the Employment Act 1982
JF - Industrial Law Journal
DO - 10.1093/ilj/11.1.227
DA - 1982-01-01
UR - https://www.deepdyve.com/lp/oxford-university-press/disorganising-industrial-relations-an-analysis-of-sections-2-8-and-10-Lag0ABeCMW
SP - 227
EP - 244
VL - 11
IS - 1
DP - DeepDyve
ER -