Europe's Secret to Saving American Labor Unions

Make American Labor Great Again? Labor Unions in Europe form the backbone of a resilient and well trained workforce, but in America they have been declining for decades. What gives? Come with me as we world of labor unions, highlighting the critical differences between European and American systems.

If you're curious about how labor movements operate across the Atlantic or seeking strategies that could bolster the US labor movement, this video is a must-watch!

📝 Video Timestamps:
00:00 - Introduction to Labor Unions in Europe vs. the US
03:47 - How the US organizes Unions - and how Europe does it Differently
08:31 - Could Sectoral bargaining work in the USA?
11:49 - Scandinavia High Union Rates
14:33 - Labor Unions Saved the German Economy

🔵 What You'll Learn:

The fundamental structural differences in labor unionization between Europe and the United States.
Historical and cultural factors that have shaped the labor movement on both continents.
How union density and collective bargaining coverage differ significantly.
The impact of legal frameworks and governmental support on the effectiveness of labor unions.
Innovative strategies employed by European unions that could serve as a blueprint for invigorating the US labor movement.

🔵 Key Differences Explored:

Union Density: We'll compare the percentage of workers represented by unions in Europe versus the US.
Collective Bargaining: Learn how European unions manage to cover a larger swath of the workforce through collective agreements.
Legal Protections: Discover the laws that empower or hinder union activities in different countries.
Sectoral Bargaining: Understand this powerful tool used in Europe that could potentially transform the American labor landscape.

🔵 Strategies for the US:

The European approach to social dialogue and its potential in the US context.
How sectoral bargaining can lead to more equitable workplaces in the US.
The role of works councils and the possibility of their integration into the US labor system.
📈 Are you a labor enthusiast, a history buff, or someone invested in the future of workers' rights? Join our community for discussions, updates, and insights into labor relations worldwide. Share your thoughts in the comments, and let's build a knowledge base that can help improve labor conditions globally.

Episode No. 128

𝗦𝗨𝗣𝗣𝗢𝗥𝗧 𝗠𝗘

#LaborUnions #EuropeVsUS #WorkersRights #CollectiveBargaining #UnionDensity #SectoralBargaining #LaborMovement #SocialDialogue #WorkCouncils #TradeUnions #LaborRights #LaborLaw #SEOOptimized #Educational

[LiiMuRi]

I come from Finland where sectrorial bargaining is common, and have always wondered why that's not the case in the US. Trying to bargain in single enterprise level seems so inefficient and difficult

[darkredvan]

I am from Germany. I worked in a company with roughly 50 + - employees, about 2/3 of them working in the actual workshop. About 40 + are members of a Union. Though there were actual strikes in our area in the last 10 years, our company was too small to be affected. Our Union definitely achieved a lot, but - as you mentioned in your video - it was not always about higher wages or less working hours. To the contrary the main focus was to keep companies healthy, able to keep their employees even in harsh times. It worked, I was fortunate enough to keep my job. And yes, if you work in a good company, why move? I worked for the same company for nearly 35 years, until I retired.
BTW I had a colleague who worked at this company for over 50 years. He joined at 14 and retired at 66. Impressive, isn‘t it?

[ReginLyngs]

I am glad to be in an society where the "American dream" is possible because of my ancestors and thier choices to make the welfare system we have here in Denmark, where it's not everyone for themselves but often we are in it together

[Sythemn]

My primary customer was German for firmware. Got sent there for work a couple times. Their office was productive and happy. Most of the guys there had been there for decades and knew as much or more than I did about the general code despite each having their specialty areas. I have nothing but good things to say about the experience of working with them. So clearly whatever Germany is doing works well for an actual productive and quality life.

[electricgecko]

I’m a member of one of the larger public sector unions in Canada. Thanks to the union, my pay is good, my benefits are good and my job security is firm. But what I see online is nothing but hate and vitriol towards unions. What I never understand is how people will see someone else in a union and think, “I want to tear them down, ” instead of thinking, “I need to get me some of that.”

[tommyholmbom]

One important thing about collective agreements is that there is some benefits for the company too, for example it contains rules and regulations that is the same for all the companies that it caters to and that makes for a more even competition and a certain level of stability...
I am from Sweden and we have a collective agreement at our company...

[andrayellowpenguin]

Hah! This reminds me of when i told my family in Canada about strikes here in France ! They were like "OMG fu*ing unions!" 😮 I was shocked, since here most people are for the strikers! It's so ridiculous how on the american continent the companies managed to turn workers against unions?! It makes no logical sense! How will your rights be respected or enforced or negotiated?! Especially since in the US you don't even accept government interference?! I mean, you just expect companies to insure themselves that they treat people ok and don't just go for more profit?!? Yeah, right, and there are pink elephants flying in the sky! 🤦
It's like being against taxes for the super rich because "if i ever get super rich I won't like it"! So... You'd rather there was less money for you NOW, basically ensuring you never get any benefits like unemployment or state ensured health care (because it's sooo expensive, obviously, according ti America), just in case someday you'll get so rich you can't possibly spend that money in your life time and THEN you won't like being taxed on that excedent?! Seriously?!? Did you even look at the statistics for becoming super rich if you don't come from a seriously rich and connected family?! The odds for 99% of people are null! Get real!

[NormanF]

American employer-labour relations revolve around a zero sum model. Someone has to win and someone has to lose and the pie that both sides can divide up is limited and no one has an incentive to distribute gains evenly or to think with a view towards the future. No one really is a stakeholder in the broader running of the economy or how conflicts are resolved. The European concept is the opposite: win-win. Everyone wins and the pie is never fixed and there are incentives to spread benefits around and to work together for the future. Employers and workers are stakeholders and both understand the importance of economic vitality and stability and seek to mimimise conflict. You could think of this difference as an adversarial vs a cooperative arrangement rooted in philosophical views of the profit-driven market and the social market. Between the US and Europe they’re stark.

[ToothbrushMan]

I think there's an extraordinarily destructive situation in both the USA and in the UK where a culture of management vs Union, a "them-against-us", culture has been actively pursued by both management and unions - mainly by Conservative ideology that claims that "giving in" to the Unions is akin to surrender to Marxism or some such nonsense. There is thus a huge amount of distrust between the two sides and they simply refuse to cooperate even in the day to day running of the business.
In Europe, Unions are actually PART of the business and are deeply involved in its fortunes. To the point where if the business is doing badly, sales are falling and they need to cut staff, the Unions are completely understanding of this and will actually help select those who will have to lose their jobs - cooperation that is unheard of in the USA and UK.

[NickfromNLondon]

I love your posts which are informative and thought provoking. However “beg the question” does not mean pose the question but to ask a question which proposes the answer.

[ArmAlKay]

My take: The US corporate sector is much more hierarchical and based on authority derived from the level within the hierarchy. So co-operation is not an option because „managers know better“. After all they have a better education. In Germany Mitbestimmung (co-determination) forces management to sit down with their employees (not only union members) to work out the best solution in both interests. Elitist education system in the US versus lack of it in Germany is another important factor. In Germany the future „elite“ will share schools with people of all levels in the society and will be able to communicate effectively.

[samfetter]

I'd say you pretty much nailed it there.

Thanks for another well done vid🥰

[tomdonahoe]

When German company Volkswagen built a plant in Tennessee, they gave a presentation to state government officials summarizing how their manufacturing plants were organized. In that, the mentioned that their corporate policy was to reserve 2 to 3 seats on their local board of directors for labor representatives.
Well, the governor & state legislators went ballistic *vehemently* opposing this policy almost to the point of canceling the whole deal. I'll give you one guess which political party they were from, and the 1st guess doesn't count. The deal happened, but I don't remember how the board labor representative issue was resolved.

[ane-louisestampe]

A few years back I read that 500 Danish workers left the factory one Friday morning, because they were fed up with the way the boss SPOKE to them.
By Monday morning, the boss had undergone a total personality change, and they could return to work. Unions CAN make miracles 🤣

[reneolthof]

My overriding question after watching your TYPE ASHTON video’s more and more is: why is it that American systems in general seems so much less sensible than European? Week after week the US of A leaves the impression that their structures and regulations are inferior. The answer to this question seems to lie in the higher value given to money in the US compared to Europe where other values such as work-life balance are held in higher esteem.Short term vs long term, profit vs well-being.

[seanboldt]

Great content! I’m reminded of Thomas Geoghegen’s book title, We’re You Born on the Wrong Continent?

[ArthurOfThePond]

Denmark doesn't even have a minimum wage, because it's seen to undermine the strength of the unions, by letting companies off easy instead of negotiating.

[firenter]

Belgian here! When I learned that American unions work on a per company basis I immediately understood why they don't work, the collective bargaining power is severely reduced.
Meanwhile over here we have tiers of unions: there are unions at both the sectoral and national level and every sectoral union is part of a national union and so greater cooperation can be achieved so *everyone* can benefit, not just union workers.

[almerindaromeira]

In Germany there are collective bargaining agreements (Tarifverträge) which cover most professions and there are laws stating that above a certain number of employees (500) the company has to give the employees representation at the board level (Aufsichtsrat).
Unions like ver.di, IG Metall or EVG do much for the average worker but I personally wouldn't say they are the backbone of our wealthy/ healthy industry.

[RealConstructor]

In The Netherlands we have the same system as in France. Sectoral bargaining by unions and the sectoral agreement is declared general binding for the whole sector by the minister of Social Affairs. But we have a low union representation, some sectors, like commercial sectors, are below 20%, only in government sectors the union representation is high, above 40 or 50%, like in education, public transport, healthcare, emergency services etc. But with a low representation it is strange that a sectoral labor agreement is general binding for the whole sector.