Trade unions on Air France

In France, six trade unions have called on an airline strike on an issue of pension reform bill
in 2010. The statement states that the retirement age of the staff was 60-65 years and will be
issued a retirement pension from the age of 65 years. But the trade unions wanted a change in
the form stating a full state pension from the age of 62 years. Also about one-third of Air
France staff lives outside France and uses their travel concessions and discounts which were
not being issued. So a final decision was taken by the government stating too provide all the
incentives and pensions to the senior working staff.
The main outcome from the riot between trade union and Airways is due to the difference in
the human resource practices which are been applied. So the relationship between trade
unions and human resource practices is very important to enhance the convergence or
divergence of the organizations in various countries on an equal context.
Public has a very good approach towards trade unions in Ireland.

China
The All-China Federation of Trade Unions or ACFTU is the world's largest trade union,
strictly speaking. It has 280 million members. But its power and size don't necessarily
translate into gains for China's labor force. Union leaders are appointed rather than elected,
and legal restrictions on Chinese workers' rights to collective bargaining and striking
are significant.

Industrial relations in Japan can be typified as relatively co-operative.

United states
The relationship between unions and companies is described as adversarial and anti-unionism
is said to be profoundly intrinsic in the culture of American business. US union membership
is declining. First reason is the competitive economic environment that emphasises
importance of labour costs reduction. And the second, American labour laws (unlike in other
countries, say Japan or Sweden) give employers full rights to resist unionisation. The goals of
American unions are said to be pure and simple, that is most commonly they debate with
employers over higher pays and better hours and conditions of work. They are not interested
in company management.

Sweden is an advanced industrialised country, a member of the European Union and the
largest of Scandinavian nations (8.8 million people). Swedish model of industrial relations
belongs to the Scandinavian model which like the Japanese system can be described co-
operative as opposed to the US one. This country is identified as the one with extraordinarily
strong power of unions which play dominant role as economic institutions. Sweden has
developed what is called industrial democracy and a very profound social welfare state.
Industrial relations in Sweden have three most distinct traits: the strength and high influence
of trade unions, serious industrial disputes almost non-existent, industrial relations are carried
with little or no participation from government i.e. by means of negotiations rather than
legislation. Swedish unions exert substantial political power. Apart from usual topics of wage
determination, work safety regulations and the like, Swedish unions also participate in
activities of a wider social and political character. For instance, they take responsibility for
unemployment insurance.