Buchanan, J, Oliver, D & Briggs, C 2014, 'Solidarity reconstructed: The impact of the Accord on relations within the Australian union movement', Journal of Industrial Relations, vol. 56, no. 2, pp. 288-307.View/Download from: Publisher's site
Unions' strength and identity is determined primarily by the extent to which they can nurture effective solidarity amongst wage earners in general and between networks of unions in particular. The experience of inter-union coordination throughout the Accord years has strengthened political solidarity across the movement (demonstrated most recently in the 2007 Your Rights at Work campaign). The movement's industrial solidarity has been in secular decline since the peak union leadership enthusiastically embraced enterprise bargaining in the final phase of the Accord in the early 1990s. The key challenge for unions today is to broaden the ambit of political solidarity and to revitalise industrial solidarity in an era of increasing workforce diversity and working life transformation. © Australian Labour and Employment Relations Association (ALERA), SAGE Publications Ltd, Los Angeles, London, New Delhi, Singapore and Washington DC.
Cooper, R & Briggs, C 2009, ''Trojan Horse' or 'Vehicle for Organizing'? Non-Union Collective Agreement Making and Trade Unions in Australia', ECONOMIC AND INDUSTRIAL DEMOCRACY, vol. 30, no. 1, pp. 93-119.View/Download from: Publisher's site
Cooper, R, Ellem, B, Briggs, C & Van Den Broek, D 2009, 'Anti-unionism, employer strategy, and the australian state, 1996 "2005', Labor Studies Journal, vol. 34, no. 3, pp. 339-362.View/Download from: Publisher's site
One of the outstanding features of contemporary Australian industrial relations has been the dramatic growth in employer de-collectivization strategies. Four dimensions of employer strategies, sometimes interlinked and overlapping, are identified and analyzed in this article"employer lockouts, individualization of bargaining, counters to organizing campaigns, and the use of human resource initiatives in areas such as recruitment and selection. While some tactics have emerged organically through new management practices, the reconfiguration of employer strategies has been primarily state-led; legislative and non-legislative interventions have created opportunities, incentives and pressures for firms to adopt anti-union strategies.
Briggs, C 2007, 'Statutory Union Recognition in North America and the UK: Lessons for Australia?', The Economic and Labour Relations Review, vol. 17, no. 2, pp. 77-97.View/Download from: Publisher's site
Should the Australian labour movement pursue a system of statutory union recognition? The experiences of the UK and Canada illustrate that such a system can address some of the worst breaches of freedom of association under the Workplace Relations Act 1996 (Cth). However, the influence on union density and collective bargaining coverage is likely to be modest. It may also constitute a structural impediment to multi-employer bargaining, boxing unions into a system of fragmented bargaining, and results are sensitive to institutional design so there could be serious consequences if the system was re-engineered towards the US model in the future. © 2007, University of New South Wales. All rights reserved.
Briggs, C, Meagher, G & Healy, K 2007, 'Becoming an industry: The struggle of social and community workers for award coverage, 1976-2001', JOURNAL OF INDUSTRIAL RELATIONS, vol. 49, no. 4, pp. 497-521.View/Download from: Publisher's site
Briggs, C 2006, 'The return of lockouts down under in comparative perspective - Globalization, the state, and employer militancy', COMPARATIVE POLITICAL STUDIES, vol. 39, no. 7, pp. 855-879.View/Download from: Publisher's site
Briggs, C 2001, 'Australian Exceptionalism: The Role of Trade Unions in the Emergence of Enterprise Bargaining', Journal of Industrial Relations, vol. 43, no. 1, pp. 27-43.View/Download from: Publisher's site
Both the international/comparative and Australian literature on the decentralisation of bargaining has typically portrayed unions as reactive or impotent and globalisation and employers as the key agents of change. None of the current theories which explain decentralisation as the product of globalisation, employer-led 'low-cost flexibility coalitions' or the 'strategic managerialism' of the Business Council of Australia (BCA) can fully account for the shift to enterprise bargaining in Australia during 1990/91. Unlike other nations where a decentralisation of bargaining has occurred, it was the union movement which actually engineered the change through two industrial campaigns which forced a reluctant Australian Industrial Relations Commission (AIRC) to introduce enterprise bargaining. The erosion of union solidarity behind centralised wage fixation and a power struggle between the Australian Council of Trade Unions (ACTU) and the AIRC, not the pressure of the BCA, were the key factors behind the shift in ACTU policy. However, the union movement created the space for a new wage system without developing an alternative regime leaving a policy vacuum to be filled by the BCA and a 'low-cost flexibility' coalition congealed among employers as fears of a wage explosion receded: the formation of a 'low-cost flexibility coalition' and the domination of the BCA throughout the 1990s were therefore as much a consequence as a cause of the decentralisation of bargaining in Australia. © 2001, Sage Publications. All rights reserved.
Dominish, E, Briggs, C, Teske, S & Mey, F 2019, 'Just transition: Employment projections for the 2.0 °c and 1.5 °c scenarios' in Achieving the Paris Climate Agreement Goals: Global and Regional 100% Renewable Energy Scenarios with Non-Energy GHG Pathways for +1.5C and +2C, Springer, Switzerland, pp. 413-435.View/Download from: Publisher's site
© The Author(s) 2019. This section provides the input data for two different employment development calculation methods: The quantitative analysis, which looks into the overall number of jobs in renewable and fossil fuel industries and the occupational analysis which looks into specific job categories required for the solar and wind sector as well as the oil, gas, and coal industry. Results are given with various figures and tables.
Teske, S, Pregger, T, Simon, S, Naegler, T, Pagenkopf, J, Van Den Adel, B, Meinshausen, M, Dooley, K, Briggs, C, Dominish, E, Giurco, D, Florin, N, Morris, T & Nagrath, K 2019, 'Methodology' in Achieving the Paris Climate Agreement Goals: Global and Regional 100% Renewable Energy Scenarios with Non-Energy GHG Pathways for +1.5C and +2C, Springer, Switzerland, pp. 25-78.View/Download from: Publisher's site
© The Author(s) 2019. A detailed overview of the methodologies used to develop the 2.0 °C and 1.5 °C scenario presented in this book. Starting with the overall modelling approach, the interaction of seven different models is explained which are used to calculate and developed detailed scenarios for greenhouse gas emission and energy pathways to stay within a 2.0 °C and 1.5 °C global warming limit. The following models are presented: For the non-energy GHG emission pathways, the Generalized Equal Quantile Walk (GQW)method, the land-based sequestration design method and the Carbon cycle and climate (MAGICC) model. For the energy pathways, a renewable energy resources assessment for space constrained environments ([R]E-SPACE, the transport scenario model (TRAEM), the Energy System Model (EM) and the power system model [R]E 24/7. The methodologies of an employment analysis model, and a metal resource assessment tool are outlined. These models have been used to examine the analysis of the energy scenario results.