TRADE UNIONS

The trade union movement in Russia had its origins in the strike movements of the nineteenth century. Labor organizations, originally modeled on village institutions, spontaneously formed around particular grievances, but proved temporary in nature. More permanent labor representation in the form of delegates, starostas, eventually took hold at the factory, local, and industry levels. By the late nineteenth century local broad-based organizations gave way to associations by industry or occupation, along with the adoption of more institutionalized negotiation methods between labor and capital.

Trade unions first gained legal recognition after the Revolution of 1905. Unions adopted principles of class identity (membership being restricted to workers) and independence from state institutions and political parties. During the period immediately following the Revolution, attempts to establish central labor organizations produced both soviets of workers' delegates and trade union councils, which sought to unite extant unions and provide support for new ones. Unions remained relatively weak, with union activity declining significantly during World War I in response to governmental restrictions.

The period from 1917 to 1920 saw the reemergence of the old trade unions in competition with autonomous factory-level worker councils. Unions eventually secured power over the councils, but only as they underwent their own transformation. As a result, three features were to characterize trade unions throughout the Soviet period: branch unionism, union subordination to both the state and Bolshevik Party, and the assumption of dual functions on the part of all unions. This meant that every employee in a particular industry or branch of the economy belonged to one union and that trade unions as state organizations were to fulfill a twin purpose: to mobilize workers to meet production targets and to defend workers' rights, as defined by the state, against arbitrary managerial actions. The particular methods employed by unions shifted over time, with emphasis on discipline and punishment in the 1930s giving way to positive incentives and greater job protection rights by the 1950s.

At the enterprise level, union activity was integrated into a larger triangular relationship, known as the union-management-party troika. The union worked chiefly with management to increase labor productivity. Its control over the distribution of nonwage benefits to the workforce ensured labor cooperation, while its control over the grievance process and its mandatory participation in all personnel decisions provided the means to defend workers' legal rights. Simultaneously, the union coordinated efforts with party officials to direct the cultural life of the factory. In this capacity, the union acted as a transmission belt between party and society, orientating the workforce to the goals of the state.

At the national level, the All-Union Central Council of Trade Unions (AUCCTU) was the supreme agency within a complex trade union bureaucracy. In its role as administrator, it maintained control over two parallel hierarchical structures, one based on branch-level union committees, with the central committee of each union as the leading institution, and an all-union hierarchy organized geographically, with the republican all-union councils as the governing bodies. The primary union agency, the factory-level committee, was responsible to both groups. Union resources came from three critical sources: membership dues, the national social insurance fund, and considerable property holdings associated with the social and welfare benefits distributed to the workforce.

The post-Soviet period has been marked by two important developments: the plurality of trade union organizations and the declining power of unions in general. Alternative trade unions, organized along occupational and professional lines, have challenged the monopoly of the traditional union bureaucracy, the Federation of Independent Trade Unions of Russia (FNPR), the successor to AUCCTU. Although FNPR remains by far the dominant institution, the alternative unions function as catalysts for organizational change. In addition, trade unions have lost considerable power, deepening their subordination in practice to management and the state. Declining union membership and the loss of income and important administrative duties have undermined the traditional base of union power.

See also: trade statutes of 1653 and 1667

bibliography

Ashwin, Sarah, and Clarke, Simon. (2003). Russian Trade Unions and Industrial Relations in Transition. New York: Palgrave Macmillan Press.

Ruble, Blair. (1981). Soviet Trade Unions: Their Development in the 1970s. New York: Cambridge University Press.

Turin, S. P. (1968). From Peter the Great to Lenin: A History of the Russian Labour Movement with Special Reference to Trade Unionism. New York: A. M. Kelley Press.

Carol Clark