Donovan Commission

Donovan Commission

the Royal Commission on Trades Unions and Employers' Associations which reported in 1968 into the state of INDUSTRIAL RELATIONS in the UK. This landmark report found that informal, uncontrolled bargaining had developed at shop-floor level alongside the existing formal system of industry-wide bargaining, leading to spiralling pay claims, unofficial STRIKES, etc. The solution proposed was the rationalization and formalization of workplace industrial relations. Employee representatives were to be given a formal role in new procedures governing discipline, grievance and pay determination. See COLLECTIVE BARGAINING, EMPLOYERS' ASSOCIATION, MULTI-EMPLOYER AGREEMENTS, TRADE UNION.
Mentioned in ?
References in periodicals archive ?
The origins of the CIR lay in one of the major recommendations of the Donovan Commission, the Commission itself having been influenced by the evidence of Flanders (1967) who first proposed such a body.
The Royal Commission on Trade Unions and Employers' Associations (subsequently known as "The Donovan Commission" after its Chairman, Lord Donovan, a judge) was established in 1965 with the following terms of reference:
To consider relations between managements and employees and the role of trade unions and employers' associations in promoting the interests of their members and in accelerating the social and economic advance of the nation with particular reference to the law affecting the activities of these bodies (Donovan Commission, 1968, p.
The Commission was noteworthy, not only for the contents of its Report (it was after all the first Royal Commission on industrial relations for 60 years), but for the research which it commissioned and published in a series of papers (Donovan Commission Research Papers 1966-68, e.g.
The Donovan Commission was clear in its support of the need for a restructuring of dispute and negotiating procedures.
In his evidence to the Donovan Commission, published as Collective Bargaining: Prescription for Change, Flanders (1967) had argued the need for wide-ranging reform of the industrial relations system.
Previously, Fox (1966) in Donovan Commission's Research Paper No.
The idea of an advisory, third-party change agent was in many ways the most original to emerge from the Donovan Commission. State vetting of agreements had become familiar in the 1960s with successive incomes policies, but the provision of a Government-financed research and advisory agency - rather like a highly-skilled consultancy body with a wide brief to promote the reform of "industrial relations procedures" was something new.
In the process, they evaluate several hypotheses concerning contemporay labor relations in the United Kingdom, such as whether union-management relations have become more formal and routinized since the reforms suggests by the Donovan Commission 1968 (not really), and whether new union bureaucratic forms, such as shop steward committees, make the unions more conservative and less responsive to the membership (not really).
The Donovan Commission recognized that the establishment of new levels of negotiation might prove difficult for the parties.
In Place of Strife (1969) added only one item, and that was the implication that disputes procedures should have a "status quo" clause, ensuring that any initiative by management that was under dispute would be delayed until procedure was completed (Donovan Commission, 1968, paragraph 22).
However, neither the Donovan Commission (although it did not emphasize the point in its Report), nor the CIR, thought that negotiating procedural change would be other than extremely difficult.