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- W2100675475 abstract "s bargaining a sequential process -taking place over wages first and then overlabour- or is it done over wages and employment at the same time?A right-to-manage model must be specified whenever the level of employment is unilaterallydecided at the firm after wages have been bargained over. This model is particularlyappealing when negotiations over wages take place at the industry level, since it is difficultthat the level of employment can be bargained at that level –at least at the same time- fittingthe Uruguayan case for the period until 1993. On the other hand, when bargaining takes placeat the firm level and employment stability is explicitly included in the bargaining agenda, arecursive or efficient contracts model is more adequate. Thus, from a theoretical point ofview one should analyse the Uruguayan experience specifying two different bargainingmodels depending on the time period.The analysis of the contents of a high proportion of the collective agreements signed along1985-1999 also supports the hypothesis. If there was any negotiation on employment in thefirst sub-period, this was likely to have taken place at the firm level, after bargaining over thewage. However, these arrangements, if they existed, were not subject to observation. In thenineties, on the other hand, many contracts did include job stability clauses, mechanisms torotate in the unemployment insurance system; agreed ways of introducing new technologies.Further, a especial purpose survey carried out in 1996 also reveals workers in many firms" @default.
- W2100675475 created "2016-06-24" @default.
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- W2100675475 date "2001-12-01" @default.
- W2100675475 modified "2023-09-27" @default.
- W2100675475 title "The outcome of different bargaining models: the effects on wages, employment and the employment mix" @default.
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