TRUE EUROPE’s Post

At the risk of engaging in a shameless act of self-promotion (but what is LinkedIn in for, really?), I would like to invite my network to join Harold Downes and myself for a breakfast seminar on 2 October 2024 at Mills Oakley's Brisbane offices to discuss recent developments in industrial relations. In particular, we will be looking at the changes to the industrial landscape brought about by the Albanese Government and how this has played out in practice. To this end we will be delivering: (a) a quick refresher on the industrial reforms (eg. multi-enterprise bargaining); (b) an exploration of which industries are being most affected by these reforms, and how; (c) a summary of the challenges that we see businesses are facing in dealing with these reforms, and how they are overcoming them; and (d) an outline of how we expect the industrial landscape will continue to shift as industrial operators become more comfortable with these reforms. Breakfast will kick-off at 7:30AM with the seminar itself commencing at 8:00AM. Virtual attendance via Microsoft Teams will be available, but I for one would love to see as many people there in person as possible (speaking to a mostly online audience just doesn't have the same vibe!) Please feel free to reach to my colleagues Hannah and Linda at wresbadmin@millsoakley.com.au to register your interest, or to contact me through LinkedIn. Jamie Wells Stacey Van der Meulen Sam Dekker Elias Jeha Hannah Edwards Linda Quain #hr #humanresources #ir #industrialrelations #fairwork #enterprisebargaining #unions #industrialaction #employmentlaw #generalcounsel

Act II of Macbeth provides valuable lessons on the consequences of unchecked ambition and unethical behaviour. By examining the themes and events of this act, leaders, employees, and #HR #professionals can gain insights into the importance of ethical decision-making and the impact of their actions. Implementing strong governance, robust reporting mechanisms, and comprehensive ethical training programmes can help organizations foster a culture of integrity and prevent ethical lapses. Raghunath K. https://lnkd.in/ghDsnqPj

Our special issue of JIR on authoritarian innovations in labour governance is out! The introduction and two of the articles are open access. Details are here: https://lnkd.in/gVG-CeNF

Quiet Cutting: Concerning insights from People Management on emerging business practices to encourage people to leave - ethical? Read here:

#businessethics #governance #strategy #management #organisationalbehaviour researchers, politicians and the wider community have long been perplexed by the ongoing prevalence of systemic organisational misconduct. But what's rarely discussed are the parallels between governance structures of the various business entities/relationships and regime types in #politicalscience . The latter are useful in explaining the type and extent of organisational #misconduct and why internal #accountability is difficult in #undemocratic organisations. Perhaps the prevalence of #undemocratic and #unaccountable regime types at the organisational level might explain why systemic #misconduct is all too frequent and those in authority are unused to, and don't like, accountability. Business structure/ relationship I Political Science regime type analogy Listed public companies | Electoral Authoritarian Listed companies with non and/or super voting share classes | Caesarist dictatorship Unlisted public companies | Electoral Authoritarian Proprietary (private) companies | Dictatorship Large partnerships | Electoral Authoritarian Small partnerships | Partnership agreement dependent Trusts | Trust deed dependent Public and private companies with #Codetermination | Representative democracy based on blended property and plural franchise #Cooperatives | Representative democracy of members with a plural franchise (of workers, producers or buyers) #corpgov #board #boards #boardsofdirectors #directorsandofficers #corporatelaw #businessethics #regulation #transparency #democracymatters #esg #corporatesocialresponsibility #whitecollarcrime #mitbestimmung #coops #crisismanagement #economicsociology https://lnkd.in/g39AJSEj

The rules regarding engaging and terminating managing directors in Europe differ significantly. Against this background, Simonsen Vogt Wiig has, led by Rebecka Thörn and together with over 30 leading labour lawyers from different European countries, published a summary of the employment and dismissal of managing directors in Europe. The rules differ from country to country, which affects, among other things, whether managing directors are hired through an employment contract or through a so-called service agreement. This distinction is crucial as it affects rights and obligations during and after the employment/engagement. For multinational companies, it is important to understand these nuances to avoid pitfalls.

We had some great discussion on Operationalising Human Rights session @ The Conference Board Europe Manali Paranjpe Human rights issues can often be complex and hidden. Workers need clarity on their rights and assurance that they can safely report concerns. For companies and suppliers, effective grievance mechanisms are not just risk management tools but also a vital source of information. To align with the UN Guiding Principles, EU CSDDD... companies must go beyond simply setting up grievance channels. Here’s how they can make these systems truly impactful: 📰 Accessible Reporting Channels: Establish physical grievance points within facilities or community centers to ensure workers can easily report issues in a secure environment. ⛑ Training & Empowerment: Equip employees and suppliers with the skills to document, investigate, and resolve grievances. Regular workshops ensure everyone understands the process and can act with confidence. 🤝 Mediation & Conflict Resolution: Facilitate face-to-face mediation sessions to resolve disputes before they escalate. This is especially critical in supply chains, where strong relationships and trust are essential for resolving complex issues. 🌄 Proactive Risk Assessment: Conduct human rights risk assessments, including field visits and in-person evaluations. This proactive approach allows businesses to identify risks early and take action before problems arise, ensuring more effective risk management. 👁️🗨️ Working with external experts can really help to open up good communication in assessments, mediation or training. They have a alternative POV, a keen eye for the risks and its non threatening helping business run smoother while increasing worker safety for all. A well-functioning grievance mechanism builds trust, enhances relationships, and helps businesses stay ahead of potential human rights risks. By actively engaging in these practices, companies can not only meet regulatory requirements but also strengthen their overall approach to human rights. That’s where we come in—to bridge the gap with clear, focused strategies that make sense for your business in your timeframe. My goal is to help companies see that action on human rights isn’t a “big word” or an overwhelming task—it’s a strategic move that strengthens your business, builds trust, and positions you for success in today’s market. #HumanRightsInBusiness #SMEGrowth #ESG #GovernanceAndAccountability #BrandTrust #OperationalExcellence

CELSI's research project TRUE EUROPE introduces it's preliminary results from interviews with social partners across 8 European countries, this time exploring trust in Industrial relations in Ireland.

In today's polarized world, political tensions often spill into the workplace, posing challenges for small business owners who value harmony and productivity. Such conflicts can disrupt team dynamics, lower morale, and hinder overall performance. Navigating these sensitive issues requires a proactive approach to foster a respectful and inclusive environment. This guide by Wentworth strategic delivery partner Frank Newman provides practical strategies to defuse political strife in your business, from establishing clear workplace policies and setting boundaries around discussions to enhancing communication skills and promoting team unity. https://lnkd.in/gSudiH9i

What does Democracy mean to you? Why is it important? For me democracy promotes values and systems that contribute to the well-being and stability of societies and people, much like the work of Organisation Development. Today is International Day of Democracy and ODN Europe have shared how important OD can be in supporting democratic values. #democracyday