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Using data on more than 13000 European establishments over the 2009–2013 period, we analyze the relationship between discharge regulation and industrial actions. We empirically answer the question as whether stricter dismissal laws make EU establishments experience more frequent and intense industrial actions (work-to-rule, strikes and occupation). We find that a change from employment at-will to a regime with very strict dismissal constraints is associated with an increase in the likelihood of observing an industrial action at the establishment-level ranging between 10.1 and 11.8 percentage points, and that this effect reduces to around 6.5 percentage points when only company-specific industrial actions are considered. A correlation between discharge constraints and industrial actions is found also in a difference-in-differences analysis, where we explore quasi-experimental variations in national dismissal regulations. Although we are not able to establish causality, our findings are suggestive, as they document the possible association between layoff deregulation and the decline of union activism in Europe.

This research analyzes the labor market outcome when there are two unions in the industry, representing homogeneous workers (hence, unions use employment strategies), in the presence of union employment (quantity) constraints. Three strategic environments are considered: Nash-Cournot duopoly, Stackelberg duopoly and efficient cooperation between the two unions. Employment constraints -ceilings and floors- originate kinks and/or discontinuities in the reaction functions, leading to corner solutions and special features of the labor market equilibrium. Two types of constraints are discussed. One is insufficient employed membership (ceiling) for the interior solution. Then it may be optimal for a Stackelberg leader to push the other to the bound. The other case considered is the legal requirement of a minimum number of employed members that the union must have to be constituted. Entry-deterrence strategies of the leading union may then emerge.Keywords. Unions, Wage determination models, Union bargaining, Corporatism, Imperfect competition and union behavior, Union oligopoly, Union membership, Union representativeness, Occupational licensure.JEL. J51, E24, D45, D49, C79.

The analysis discusses the labor market equilibrium under union oligopoly, where unions represent homogeneous workers and use employment strategies. The following points are addressed: 1. The labor market outcomes in the presence of; a. uncooperative behavior among unions; b. uncooperative environment with a leading union; c. collusive (coordinated unions) behavior among unions; d. globally efficient bargaining, are confronted. A specific example with a Stone-Geary utility function and linear demand is forwarded. 2. Supply dynamics may push up employment and, therefore, the number of unions. In equilibrium, some bounds exist to the number of unions the market can support, which are investigated in the example. Five supply dynamics are considered: a. reservation wage restriction; b. a standard labor supply constraint; c. number of unions equal demand; d. individualistic unions; e. existence of a minimum (employed) membership requirement. The equilibrium number of unions for the Cournot-Nash, Stackelberg and efficient bargaining structures is derived for the case where unions exhibit Stone-Geary preferences and labor demand is linear.Keywords. Unions, Wage determination models, Union bargaining, Corporatism, Imperfect competition and union behavior. Union oligopoly.JEL. J51, E24, D49, C79.

This paper discusses the relation between centralization in union bargaining and the wage-(un)employment mix. Empirical findings point to a positive relation between the degree of coordination in union bargaining and wages till a certain point, and a negative one afterwards. A theoretical argument fits such evidence, relying on the mechanism behind the free-rider problem in union bargaining. If earnings taxes were introduced to finance the unemployment insurance fund, that relation could change. The impact on the equilibrium wages and multipliers in the several scenarios is briefly explored. Indirectly, an explanation for the shape of the empirical “wage curve” is also derived.Keywords. Monopoly unions, Wage determination models, Union bargaining, Corporatism, Wage curve, Unemployment insurance.JEL. J51, J65, E24, E62, H55, H39, D42, D43.

This paper discusses the features of the labor market outcome in the presence of homogeneous labor and multiple unions. It is argued that contract curve agreements, or at least efficient bargaining among unions, may be improved upon by a solution with differential or non-uniform wage payments for workers affiliated to different unions. The equilibrium solution in terms of employment and/or wage bill shares implied for each union with uniform and multiple wage is investigated and confronted for the cases of: a. efficient bargaining among the unions b. fully efficient bargaining, considering Stone-Geary union utility functions and labor demand is linear.

We investigate the welfare effect of union activity in a relatively new oligopoly model, the Cournot-Bertrand model, where one firm competes in output ( a la Cournot) and the other firm competes in price ( a la Bertrand). The Nash equilibrium prices, outputs, and profits are quite diverse in this model, with the competitive advantage going to the Cournot-type competitor. A comparison of the results from the Cournot-Bertrand model with those found in the traditional Cournot and Bertrand models reveals that firms and the union have a different preference ordering over labor market bargaining. These differences help explain why the empirical evidence does not support any one model of union bargaining. We also examine the welfare and policy implications of union activity in a Cournot-Bertrand setting.

This paper examines the impact of performance-related pay on wage differentials within firms. Our theoretical framework predicts that, compared to a fixed pay system, pay schemes based on individual output increase within-firm wage inequality, while group-based bonuses have minor effects on wage dispersion. Theory also predicts an interaction between performance-related pay and union bargaining, where union power reduces the impact of performance pay on wage dispersion. The empirical contribution utilizes two recent Norwegian employer surveys, linked to a full set of individual employee pay records. A longitudinal sub-sample allows for identification based on fixed establishment effects. Introduction of performance-related pay is shown to raise residual wage inequality in nonunion firms, but not in firms with high union density. Our findings suggest that even though performance-related pay appears to be on the rise, the overall impact on wage dispersion is likely to be small, particularly in European countries with strong unions.

This paper examines the impact of performance-related pay on wage differentials within firms. Our theoretical framework predicts that, compared to a fixed pay system, pay schemes based on individual effort increase within-firm wage inequality, while group-based bonuses have minor effects on wage dispersion. Theory also predicts an interaction between performance-related pay and union bargaining, where union power reduces the impact of performance pay on wage dispersion. The empirical contribution utilizes two recent Norwegian employer surveys, linked to a full set of employee records. A longitudinal sub-sample allows for identification based on fixed establishment effects. Introduction of performance-related pay is shown to raise residual wage inequality in nonunion firms, but not in firms with high union density. Our findings suggest that even though performance-related pay appears to be on the rise, the overall impact on wage dispersion is likely to be small, particularly in European countries with strong unions. Keywords: Performance related pay, wage inequality, union bargaining

The paper analyses the links between a binding minimum wage and union bargaining. A dual labour market model is developed where the first sector outcome is characterised by bargaining between unions and firms, while in the second sector firms have to pay a statutory minimum wage. It is shown that a minimum wage increase has negative employment effects only if the bargaining outcome is described by the Nash solution. However, this result does not hold if the Kalai-Smorodinsky solution is applied to model union bargaining. A higher minimum wage can then lead to more employment in the unionised sector and to a lower unemployment rate.

This paper uses a union bargaining framework, where the wage rate is negotiated between the representatives of employees and employers and firms unilaterally determine employment, to discuss the relationship between labour taxation and employment. In imperfectly competitive labour markets higher labour taxes – income and payroll taxes – will increase labour costs and have negative effects on employment. Tax progression tends to moderate wages and boost employment. Moreover, if labour tax bases are unequal due to tax exemptions, the structure of labour taxation matters so that the tax wedge may not be a sufficient statistic to describe the channel of influence of labour taxation. Finally, distortionary effects of labour taxes in more corporatist economies should be smaller than in economies with more decentralised wage bargaining. Empirical evidence – though not always very strong – supports these notions.

This paper uses a union bargaining framework, where the wage rate is negotiated between the representatives of employees and employers and firms unilaterally determine employment, to discuss the relationship between labour taxation and employment.In imperfectly competitive labour markets higher labour taxes income and payroll taxes will increase labour costs and have negative effects on employment.Tax progression tends to moderate wages and boost employment.Moreover, if labour tax bases are unequal due to tax exemptions, the structure of labour taxation matters so that the tax wedge may not be a sufficient statistic to describe the channel of influence of labour taxation.Finally, distortionary effects of labour taxes in more corporatist economies should be smaller than in economies with more decentralised wage bargaining. Empirical evidence though not always very strong supports these notions.

This paper investigates the impact of innovation on employment using a panel of UK manufacturing firms and a headcount measure of innovations. It focuses on unionized firms and outlines a methodology for testing between various types of union bargaining models. It also argues that the innovation effect can be used to distinguish between shirking models and union bargains. Innovation is found to have positive effect on company employment raising it by 9--12% in the short run and up to 40% in the long run. Furthermore, although the data cannot reject a labour demand model, firms with stronger unions have higher employment growth from new products and processes.