Industrial Relations in Europe 2012 - European Commission - Europa

More documents

Recommendations

Info

2.3.7 Interim conclusions Unionisation, bargaining levels and practices, the role of tripartism and social pacts, and employee information and consultation at the workplace varies across the CEECs. Over the 2000s, CEECs converged on the emergence of social pacts. The post-2008 economic crisis facilitated the conclusion of social pacts even in countries that lacked a tradition of tripartism, such as the liberal Baltic States. To assess prospects for Europeanisation of industrial relations within the CEECs, we need to understand why some industrial relations features differ across these countries. This section has showed that the extent of labour mobilisation and the government’s interests in introducing stable bargaining structures were the main preconditions for the emergence of social partnership across the CEECs. The liberal country cluster (EE, BG, LV, LT and RO) are best characterised as countries with weakly established or weakly enforced tripartite institutions, fragmented bargaining (with the exception of Romania), and a varying union density between the liberal Baltic (EE, LV, LT) and the Balkan (BG, RO) countries. The welfarist Visegrad countries (CZ, HU, PL and SK) all have strongly entrenched tripartism, institutions for collective bargaining and employee representation. The Czech Republic and Slovakia tend to have more of a tradition of social dialogue and a higher level of bargaining coordination than Poland and Hungary. While Hungary and Poland are examples of countries with decentralised and fragmented bargaining coverage, Hungary is also characterised by its national-level concertation structure. Slovenia, which is the only corporatist country in the CEECs, has gone furthest in institutionalising coordinated bargaining, employee representation, social pacts and bargaining coverage. 2.4 Re-configuration of industrial relations in the CEECs after EU enlargement, the economic crisis and public sector austerity While the previous two sections have focused on developments in structural industrial relations indicators in the CEECs and their comparison with the EU-15, this section looks at the particular responses of CEEC social partners to the most important domestic labour markets challenges that have followed on from EU enlargement and the crisis. Among most important developments affecting the majority of the CEECs is the post-enlargement mobility from the CEECs to the EU-15 causing domestic labour shortages in some countries and sectors. The second major development is the economic crisis that has led to a growth in unemployment, employment flexibility, precarious employment forms and public sector austerity across the CEECs. Finally, the crisis has also affected the public sector and fuelled austerity measures across the whole EU. For more details on austerity measures, the crisis and the effects of this on public sector industrial relations, see Chapter 4. This section attempts to answer questions such as how have CEEC social partners dealt with these challenges in their national settings? Have they utilised opportunities derived from these developments in order to, for example, negotiate wage increases, strengthen social partnership, improve bargaining coordination and foster the Europeanisation of national industrial relations? Given the limited statistical evidence on this kind of social partner action, this section is largely based on examples and case studies that try to comprehensively cover developments across the CEECs. 97
2.4.1 Europeanisation of industrial relations through EWCs in MNCs EU integration, by removing barriers to the mobility of goods, capital and labour, promotes foreign direct investment and the transfer of the tradition of social dialogue and employee participation from EU-15 to CEECs (Meardi 2012: 62). Multinational companies (MNCs) are likely frontrunners of Europeanisation of industrial relations because of their capacity to transfer social dialogue practices across countries of their operation. Some research has detected positive efforts of MNCs to transpose social standards from the EU-15 to the CEECs. For example, foreign employers helped to develop the structure of employers’ associations in Poland, Bulgaria and Latvia, where they established their own associations. In Poland, MNCs took the leading role in creating a new employer organisation – the Polish Confederation of Private Employers Lewiatan (Polska Konfederacja Pracodawców Prywatnych Lewiatan, PKPP Lewiatan) in 1998. PKPP went on to become the leading employer confederation and now also organises a large number of Polish-owned companies (Marginson and Meardi 2009: 25). With regard to coordinated multi-employer bargaining, MNCs display a noticeably higher incidence of second-tier or company negotiations than local firms in Bulgaria, Romania and Slovakia (Marginson and Meardi 2009). Despite these efforts, the overall impression is that MNCs are not yet ready and committed to transferring forms of employee representation (Meardi 2012). Instead of offering opportunities for coordinated industrial relations, therefore, MNCs have contributed to further bargaining decentralisation in the CEECs. Industrial relations transfers from the EU-15 to the CEECs seem to be an exception rather than rule and are contingent on specific conditions (Marginson and Meardi 2006, Meardi et al. 2009, Kahancová 2010). Workplace industrial relations in MNCs in the CEECs confirm a departure from the EU-15 models because of frequent antiunionism, the absence of works councils, the use of agency work, temporary contracts and the practice of restructuring without consultation with social partners. The 1994 European Works Council Directive (Directive 94/45/EC, updated by the recast Directive 2009/38/EC) aims to ensure that employees in MNCs are properly informed and consulted. Chart 2.16 presents MNCs by country of origin affected by the EWCs Directive. By 2008, there was still a discrepancy between the number of MNCs with operations in the CEECs and the EU-2 (Cyprus and Malta) and those that already introduced EWCs with CEEC and EU-2 representatives. In 2010, the total number of EWC bodies across the EU-27 reached 969; and the number of EWCs including one or more representatives from the CEECs and the EU-2 reached 249. 23 This means that 25.7 percent of EWCs have one or more representatives from the EU-12. This suggests that structural EWC implementation stretches over a long time period. It should be noted, however, that the actual role of the EWC may differ from company to company and is subject to case study research related to specific MNCs. 23 Source: Database on European Works Council Agreements http://www.ewcdb.eu/documents/freegraphs/2010_10_EN.pdf 98
Page 1 and 2:
Industrial Relations in Europe 2012
Page 3 and 4:
Neither the European Commission nor
Page 6:
Table of contents Executive summary
Page 9 and 10:
employers. The second covers countr
Page 11 and 12:
as has trade union fragmentation, d
Page 13 and 14:
collective bargaining, in other cou
Page 15 and 16:
fragmentation and pay dispersion ha
Page 17 and 18:
Generating new jobs and transformin
Page 19 and 20:
een negligible. Second- and third-t
Page 21 and 22:
Nevertheless, the study indicated m
Page 24 and 25:
Chapter 1: Overview of European, na
Page 26 and 27:
2010, collective bargaining coverag
Page 28 and 29:
short period of eight years. In Est
Page 30 and 31:
Chart 1.6: Bargaining centralisatio
Page 32 and 33:
A core aim of the CAWIE project has
Page 34 and 35:
purposes of the present analysis. T
Page 36 and 37:
have been substituted by contractin
Page 38 and 39:
Table 1.1 shows that in 11 countrie
Page 40 and 41:
SI SK UK Central level agreements.
Page 42 and 43:
IT LV LT LU MT NL PL PT RO SE SI SK
Page 44 and 45:
Across the EU the magnitude of the
Page 46 and 47:
IE IT LV LT LU MT NL PL PT RO SE Jo
Page 48 and 49: argaining in the same way so that d
Page 50 and 51: Table 1.6: Major unions in the publ
Page 52 and 53: LU LV MT NL General Confederation o
Page 54 and 55: As shown by Visser (2010) for the n
Page 56 and 57: 1.5 Employers’ associations In co
Page 58 and 59: SI SK Governmental bargaining group
Page 60 and 61: State-centred, including Greece, Sp
Page 62 and 63: Chart 1.12: Comparison between nati
Page 64 and 65: this would imply that industrial re
Page 66 and 67: Doellgast, V. and Greer, I. (2007),
Page 68 and 69: Chapter 2: Industrial relations dev
Page 70 and 71: the only available source of compar
Page 72 and 73: Chart 2.4: Annual net earnings in t
Page 74 and 75: Table 2.1 GINI coefficients for the
Page 76 and 77: producers’ Finally, the governmen
Page 78 and 79: A weakening membership base indicat
Page 80 and 81: less eager to join an employers’
Page 82 and 83: The lower degree of bargaining coor
Page 84 and 85: Existence of tripartite council con
Page 86 and 87: including trade unions in policymak
Page 88 and 89: Legal extension of collective agree
Page 90 and 91: Descriptive statistical evidence (s
Page 92 and 93: of sector-level collective agreemen
Page 94 and 95: * Italics indicate pacts addressing
Page 96 and 97: the liberal CEECs (LT, LV, EE, RO a
Page 100 and 101: Chart 2.16: Multi-national companie
Page 102 and 103: Box 2.3 Coping with the economic cr
Page 104 and 105: motivation for employers was findin
Page 106 and 107: EE HU rapid increase before the cri
Page 108 and 109: SK 2011: cuts/freeze planned SI 200
Page 110 and 111: cooperation within the EU, where be
Page 112 and 113: cabinet resignation, Romania renege
Page 114 and 115: important for building additional r
Page 116 and 117: References Avdagic, S. (2005), ‘S
Page 118: egulationin Eastern Europe’, in D
Page 121 and 122: and not an exact measurement of the
Page 123 and 124: Of the remaining countries, four -
Page 125 and 126: In some cases this is linked to emp
Page 127 and 128: and social security activities have
Page 129 and 130: Table 3.4 Part-time employment, 201
Page 131 and 132: Table 3.6 Number employed in tempor
Page 133 and 134: 3.4 Employment status and the right
Page 135 and 136: employees (Angestellte and Arbeiter
Page 137 and 138: Table 3.8 Trade union density in th
Page 139 and 140: distinguish between ‘technical’
Page 141 and 142: with adequate services as well as t
Page 143 and 144: Wales) about pay increases, based o
Page 145 and 146: majority public ownership) than in
Page 147 and 148: 3.7 Centralisation, decentralisatio
Page 149 and 150:
government over the entire bargaini
Page 151 and 152:
3.8 Industrial conflict and settlem
Page 153 and 154:
all of public employees. Career civ
Page 155 and 156:
is also paid to equal pay and low-p
Page 157 and 158:
Casale G. (2008), Public service la
Page 159 and 160:
Pedersini R. (2009), “La riforma
Page 161 and 162:
Appendix 3.1 Number employed in pub
Page 164 and 165:
Chapter 4: The consequences of the
Page 166 and 167:
had a lengthy engagement with NPM r
Page 168 and 169:
Moreover, after an initial increase
Page 170 and 171:
GDP), Denmark (3.2%), Cyprus (0.9%)
Page 172 and 173:
in 2009 - a target that was missed
Page 174 and 175:
public sector and its workforce in
Page 176 and 177:
Pay Cut Pay Freeze Other measures H
Page 178 and 179:
Nevertheless, it should be remember
Page 180 and 181:
able to progress to higher salary p
Page 182 and 183:
the sharing of information technolo
Page 184 and 185:
and moves towards fiscal consolidat
Page 186 and 187:
the importance of inward investment
Page 188 and 189:
In countries less affected by auste
Page 190 and 191:
Spain -18,000 in 2010 in public adm
Page 192 and 193:
4.5.2 Responses of social partners
Page 194 and 195:
Country Protest & Strikes Finland F
Page 196 and 197:
Country Protest & Strikes Spain Ext
Page 198 and 199:
It has been suggested that although
Page 200 and 201:
Acknowledgements We thank Berndt Ke
Page 202 and 203:
Ibsen, C., Larsen, T., Madsen, J. a
Page 204 and 205:
Chapter 5: Greening the social dial
Page 206 and 207:
(Ueapme 2010 55 ). Fostering the ad
Page 208 and 209:
5.3 Cooperative approaches in manag
Page 210 and 211:
Chemical industry institutes) is th
Page 212 and 213:
5.4 Representation within an emergi
Page 214 and 215:
In other countries, the emergence o
Page 216 and 217:
Skills developments Career and empl
Page 218 and 219:
(WiRES 83 ) looked into the aspect
Page 220 and 221:
Career and employment security Heal
Page 222 and 223:
solar energy production, has launch
Page 224 and 225:
will hire unemployed workers, with
Page 226 and 227:
Overall, industrial relations in gr
Page 228 and 229:
References Arbeiterkammer Wien, Ins
Page 230 and 231:
Chapter 6: Social partner involveme
Page 232 and 233:
the same country in different areas
Page 234 and 235:
6.3 Unemployment benefit systems Th
Page 236 and 237:
established tripartite cooperation.
Page 238 and 239:
would appear that the funds were a
Page 240 and 241:
Further, according to the most rece
Page 242 and 243:
An example of social concertation i
Page 244 and 245:
government will facilitate the acco
Page 246 and 247:
funds. The schemes were based on pe
Page 248 and 249:
of industrial actions in the summer
Page 250 and 251:
managing these insurance funds is t
Page 252 and 253:
6.6.2 Social partner influence on p
Page 254 and 255:
etirement income gap by private fun
Page 256 and 257:
Acknowledgements The author would l
Page 258:
Natali D (2009), Public/private mix
Page 261 and 262:
Commission must consult the social
Page 263 and 264:
social partners' increasing role as
Page 265 and 266:
The agreement is a significant achi
Page 267 and 268:
the Commission not to present it to
Page 269 and 270:
In late July 2012 the cross-industr
Page 271 and 272:
Through the AGS the Commission has
Page 273 and 274:
workplaces in local and regional go
Page 275 and 276:
Moreover, the social partners are c
Page 277 and 278:
Change Summit in Cancun in December
Page 279 and 280:
linked to the Europe 2020 strategy
Page 281 and 282:
EU's flagship policy towards the se
Page 283 and 284:
to be included in the national LLL
Page 285 and 286:
industry and sectoral social dialog
Page 287 and 288:
In the construction sector, the Eur
Page 289 and 290:
In the sugar sector, the implementa
Page 291 and 292:
Directive on 30 May 2012. In this,
Page 293 and 294:
well represented at the higher leve
Page 295 and 296:
to establish and/or improve nationa
Page 297 and 298:
Federation of Textiles, Clothing an
Page 299 and 300:
Chart 7.1 Number and type of texts
Page 301 and 302:
commitment to the aim of full imple
Page 303 and 304:
Table 7.1: European sectoral social
Page 305 and 306:
Table 7.2: European social partner
Page 307 and 308:
Recovering and strengthening compet
Page 309 and 310:
Joint position regarding the Europe
Page 311 and 312:
developments, explains the Commissi
Page 313 and 314:
The review is based on consultation
Page 315 and 316:
concluded on 21 May 2012 a European
Page 317 and 318:
Furthermore, studies were commissio
Page 319 and 320:
Report of 26 October 2012 on the im
Page 321 and 322:
Six judgments were delivered relati
Page 323 and 324:
In Case C-3/10 162 , the ECJ ruled
Page 325 and 326:
In Case C 282/10 179 , the ECJ deci
Page 327 and 328:
8.3 Health and safety of workers 8.
Page 329 and 330:
8.3.5 Exposure to asbestos Practica
Page 331 and 332:
of data due to the need for major a
Page 333 and 334:
and effects of the EU Directives on
Page 335 and 336:
2. FREE MOVEMENT OF WORKERS DIRECTI
Page 337 and 338:
HOW TO OBTAIN EU PUBLICATIONS Free
show all

Industrial Relations in Europe 2012 - European Commission - Europa

Create successful ePaper yourself

Delete template?

Save as template?