The challenges and future of trade unionism in Algeria: a lost cause?
| Pages | 351-372 |
| DOI | https://doi.org/10.1108/ER-11-2014-0135 |
| Published date | 04 April 2016 |
| Date | 04 April 2016 |
| Author | Amira Chelghoum,Sachiko Takeda,Barbara Wilczek,Fabian Homberg |
| Subject Matter | HR & organizational behaviour,Industrial/labour relations |
The challenges and future
of trade unionism in Algeria:
a lost cause?
Amira Chelghoum
Human Resources Department, ALDELIA International, Dubai, UAE
Sachiko Takeda
Faculty of Management, Bournemouth University, Bournemouth, UK
Barbara Wilczek
Laureate Online Education, University of Roehampton, London, UK, and
Fabian Homberg
Faculty of Management, Bournemouth University, Bournemouth, UK
Abstract
Purpose –The purpose of this paper is to shed light on the realities of Algerian employee relations
and the challenges autonomous trade unionists encounter in their activities, which are normally far
removed from the eyes of the international community.
Design/methodology/approach –In total, 12 semi-structured interviews were conducted with
Algerian autonomous trade union leaders, union members and non-members. The collected data were
analysed using a thematic approach.
Findings –The interview results brought into relief the challenges of Algerian trade unionism
with the following four themes: first, scepticism towards the only government-affiliated trade union
in Algeria; second, the relationship between autonomous unions and the government; third, strike
actions and intimidation/harassment; and fourth, views of non-trade unionists and the future of
Algerian trade unionism.
Research limitations/implications –The sensitivity of the topic and widespread fear limited the
number of interviewees and the length of interviews.
Social implications –This paper provides recent empirical evidence reflecting the contemporary
nature of employee relations in Algeria, and its discussions consider the prerequisites for a more
effective protection of workers’rights in Algeria.
Originality/value –This study addresses the lack of examination of trade union activities in North
Africa and in Algeria in particular. Whereas studies on employment relations in emerging economies
have been conducted mainly at the macro level, this study makes important contributions by providing
a first micro-level insight into the realities of trade unionism in Algeria through giving voice to those
who struggle daily to protect workers’rights.
Keywords Employee relations, Algeria, International standards, Trade Unions, Workers’rights
Paper type Research paper
Introduction
In the nineteenth century, Engels (1845/1994) described trade unionists’struggle to gain
power as “a long series of defeats of the working-men, interrupted by a few isolated
victories”(p. 243). Guaranteed freedom of association and the right to collective bargaining
enshrined in international instruments such as UN Declarations, UN International
Covenants and ILO Conventions are the fruits of many workers’determined struggles for
better working and living conditions against the establishments of economic and political
power. The UN Declaration of Human Rights enshrines the right to freedom of peaceful
assembly and association (Article 20) and proclaims the right to form and join trade unions
Employee Relations
Vol. 38 No. 3, 2016
pp. 351-372
©Emerald Group Publis hing Limited
0142-5455
DOI 10.1108/ER-11-2014-0135
Received 19 November 2014
Revised 12 May 2015
Accepted 22 August 2015
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/0142-5455.htm
351
Challenges
and future
of trade
unionism
for the protection of one’s interests (Article 23, paragraph 4). Freedom of association and
the right to organise are internationally recognised as fundamental human rights, and
trade unions are regarded as one of “the most important social movements underpinning
democracy”(Olowu,2006,p.146).
Entitlements to these rights are not, however, guaranteed in practice or enjoyed by
many in different parts of the world, especially in less developed or developing
countries, including some African states (ICFTU, 2000; ITUC, 2011; Olowu, 2006).
At the turn of the century, the International Confederation of Free Trade Unions
reported the prevalence of trade union repression in Africa. According to the report, the
majority (nearly 80 percent) of arrests and prison sentences for trade union activities in
the world took place in Africa, where strikes and demonstrations were often harshly
repressed, legal restrictions on the right to strike were commonly found, and trade
unionists were frequently harassed (IC FTU, 2000). The 2010 survey by the
International Trade Union Confederation (ITUC) indicates the continued difficulties
for trade union activities in Africa, with over 500 arrests and 1,000 dismissals for trade
union activities reported (ITUC, 2011). Such conflict between political leaders and trade
unionists is a common and historic feature of African labour relations (Henley, 1989).
The majority of these African states participate in international initiatives to
promote freedom of association and the right to collective bargaining. They have
obligations under the African Charter on Human and People’s Rights of 1981, which is
the most widely accepted instrument among African states. The Charter guarantees
the right to freedom of association (Article 10) and assembly (Article 11). Moreover, the
ILO reports 50 ratifications[1] of the ILO Freedom of Association and Protection of the
Right to Organise Convention (No. 87) and 55 ratifications[2] of the ILO Right to
Organise and Collective Bargaining Convention (No. 98) among African states and
regions (ILO NORMLEX, 2014). However, despite the supervisory mechanisms
embedded in these instruments, legal and practical restrictions of these rights conti nue
to exist in Africa.
Pencavel (1995) claims that some of the features of an obstructionist regime, under
which strikes are made illegal and unionists are routinely intimidated by officials, are
often found in North African countries. The criticisms issued by agents, such as the
ILO, ITUC and the UN Economic and Social Council, suggest Algeria to be one such
country (ILO, 2013; ILO Governing Body, 2006, 2007, 2013; ITUC, 2013a, b; UN
Economic and Social Council, 2010).
In its 2013 report, the ILO Committee of Experts on the Application of Conventions
and Recommendations refers to allegations of intimidation and threats, including death
threats, against trade union leaders and members in Algeria and the inevitable
repercussions of the resulting atmo sphere of fear (ILO International Lab our
Conference, 2013). Furthermore, previous reports of the Committee on Freedom of
Association referto allegations of “continuing and systematic violations ofthe principles
of freedom of association and collective bargaining”in Algeria, with anti-union
dismissals, anti-union intimidation and harassment by the public authorities, and the
arbitrary arrest anddetention of union members (ILO Governing Body, 2006, 2007). The
ITUC (2013a) points out that some of the above-mentioned actions are also violations of
Article 53 of the Algerian Industrial Relations Law (90-14) that prohibits dismissal or
transfer of union delegates on the grounds of their union activities.
Zack (1962) claims that industrial relations in African studies are an area of prime
importance and much dynamism, but that they are at the same time further removed
from the public eye than any other field. In the past, a number of researchers studied
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