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Greek Labour Relations in Transition in a Global Context


Dimosthenis Daskalakis

The book investigates Greek industrial relations in a global context at different periods. Combining sociological, institutional, political and social aspects, it discusses industrial relations from statism that prevailed up to the ‘80s, to policies after the early ‘90s requesting modernisation and democratic neocorporatism. It also analyzes the dramatic overthrow of the institutional and real balance in the labour market after the conclusion of the Memorandum with the E.U. and I.M.F. and the great recession of the last six years.


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Chapter 6: Settlement and regulation mechanisms of Collective Labour Disputes in Greece


6.1 Introduction A further innovation in the new bargaining model – perhaps the most impor- tant – is that the state mandatory arbitration is now abolished (Daskalakis, 1994, p. 356). The literature indicates that there are two kinds of arbitration disputes: disputes of “substance or interests” and “legal” differences. Legal differences are those that are relevant to the interpretation of existing regulations. For example, a labour regulation dictates that a break should be done four hours after an em- ployee has started his/her work, while employees in practice do it earlier. This is a legal difference. Collective bargaining, mediation and arbitration systems may resolve such legal disputes; that is, what is not clear. There are, however, differences of interest or substance, as mentioned above. These relate to the es- sence of things, fees, increases, employment conditions, etc. In order for both these categories of collective disputes to be resolved and regulated specific insti- tutions and mechanisms are employed nowadays (Daskalakis, 1994, pp. 30–31). There are systems in Europe where one intervenes with one form of mediation or reconciliation, something that was first introduced in Greece in 1990, but, in addition to these systems, there are various systems and arbitration (de Roo and Jagtenberg, 1993, pp. 28–39; Koukiadis, 1991). There are systems of compulsory arbitration and voluntary arbitration. When employees and employers do not end up with the collective agreement or col- lective bargaining agreement (CBA), the case goes to mandatory (ex officio) ar- bitration. This is a mandatory arbitration. But...

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