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April 2009

• 30 Apr 2009
  Sweden: Deadlock in negotiations on new central agreement

  Negotiations for a new central agreement between the social partners have ended in deadlock due to disagreements regarding restrictions on industrial action and the renegotiation of the Employment Protection Act (LAS). The employers argued that the priority rules in the case of dismissal set out in the LAS should be changed to focus more on workers’ competences and skills. The trade unions rejected this demand and submitted a counterproposal that would incur costs for employers.

• 30 Apr 2009
  Spain: Social partners need to debate broader economic and social questions

  In Spain, little debate has taken place over the broader issues of economic policy. Meanwhile, the major social partner organisations appear to be more focused on the traditional topics of social dialogue. The economic crisis and its widespread impact, however, point to the need for a shift in focus to fundamental elements underlying the country’s economy – including Spain’s economic model and government policies, as well as the role of social dialogue and the social partners.

• 30 Apr 2009
  Belgium: Impact of financial crisis on bank employees

  Belgian banks have been hit hard by the international financial crisis since mid 2008, resulting in all of the major banks receiving state help. As a result of the crisis, trade unions fear major job cuts in the sector in the near future and are fighting for employment protection. The government also reacted to the unfolding events by introducing a law to limit the wage bonuses of chief executive officers.

• 30 Apr 2009
  Norway: Highest wage growth recorded in 10 years

  Norwegian wages increased by 6% between 2007 and 2008. Together with increased inflation, this generated a growth in real wages after tax of 2%. The 6% wage rise represents the highest increase since 1998. Wage growth was at its highest in the financial services sector. Nonetheless, while the forecast for 2009 is uncertain because of the global economic situation, all signs are pointing to weaker developments in Norway’s mainland economy and an increase in unemployment.

• 30 Apr 2009
  Estonia: Employers reject proposed work accidents and illness insurance scheme

  The Ministry of Social Affairs and the Ministry of Finance have devised a plan for introducing an occupational accident and illness insurance system which would be based on private insurance and be obligatory for all employers. Trade unions have long highlighted the need to create such an insurance provision; however, employers have rejected the plan due to the increasing expenses that they would incur as a result of the new obligation.

• 30 Apr 2009
  Spain: Government plan to boost economy and protect unemployed people

  Unemployment insurance coverage has been quite high in Spain over the years. However, the recent rise in unemployment due to the current economic crisis has forced the government to increase subsidies and establish a package of measures to promote employment in the public and private sectors. The government’s agenda to modernise the economy, improve productivity and promote a model for productive change includes a new law on the employment and protection of unemployed people.

• 30 Apr 2009
  Sweden: Agreement on temporary layoffs reached in manufacturing

  Due to the current economic crisis and situation in the labour market, a general agreement on temporary layoffs and training has been reached between the central social partners in Sweden’s manufacturing industry. Temporary layoffs are normally prohibited in Sweden and the settlement has caused disagreements among trade unions. While the Union of Metalworkers has welcomed the agreement, Unionen considers it a short-sighted solution.

• 30 Apr 2009
  France: Civil service inaugurates charter for diversity

  In early December 2008, the French Equal Opportunities and Anti-Discrimination Commission and the Ministry for the Budget, Public Accounts and Civil Service signed a charter for promoting diversity. While this charter was adopted in the civil service, a ‘diversity label’ for companies was also created and came into effect in January 2009. Overall, the charter has been welcomed by the social partners as it promotes social cohesion and gender equality.

• 30 Apr 2009
  Belgium: Crisis in automotive industry affects thousands of workers

  The global economic crisis has caused a major decrease in demand within the automotive industry. Temporary unemployment, the suspension of night shifts as well as no contract renewal for temporary and fixed-term workers are some of the measures that the main car manufacturers in Belgium and their subcontractors have announced in recent months. The automotive supply industry also employs a significant proportion of the sector’s workforce.

• 30 Apr 2009
  Spain: Need for simplified agreements in social services sector

  In the last three years, a series of collective agreements have been concluded in related areas such as social work, care of dependants, and social intervention. This has caused some confusion because of an overlap in provisions in this area. A particularly significant development has been the introduction of new legislation granting assistance to dependants. The major social partner organisations understand the need to simplify and rationalise the existing agreements in this area.

• 30 Apr 2009
  Portugal: Teachers protest against career and assessment system

  A second national strike was held in January 2009, with strong support from the country’s teachers, against new measures introduced by the Ministry of Education. In particular, the teachers are protesting against the performance assessment of school teachers, the two-tier career system and use of performance criteria for teachers’ placement. The strike was followed by a strategy seeking to block the assessment system, the latest of which was due to be implemented from 26 February to 27 March 2009.

• 30 Apr 2009
  Italy: Trade unions split on renewal agreements for public sector workers

  In late January 2009, the Italian trade unions, with the exception of the General Confederation of Italian Workers (Cgil), signed renewal agreements for public sector employees in ministries, inland revenue agencies, non-economic bodies and schools. These agreements awarded pay increases to about 1.5 million workers. However, Cgil argued that the increments were too low and therefore held a referendum among public sector workers, as well as calling a general strike in the sector.

• 30 Apr 2009
  Slovenia: Austerity pay deal signed in public sector

  In late February 2009, the government and the representatives of 23 public sector trade unions signed an austerity pay deal for the period 2009–2010. Under the agreement, wage growth in the sector envisaged for 2009 will be reduced from 9.9% to 7.1%. The pay deal is part of the government’s austerity plan and consists of 13 measures. The austerity plan seeks to cut public sector spending by €100–€120 million as part of the state’s anti-crisis efforts.

• 30 Apr 2009
  Italy: Industrial relations report 2006–2007 launched

  For more than 25 years, Italy’s industrial relations report has acted as a point of reference in the debate between the country’s social partners. The report for 2006–2007 was presented in February 2009 and analyses the important aspects of industrial relations in Italy, considering the situation in a European context. The report also looks at collective bargaining structures as well as wages and labour costs. Overall, the social partners have welcomed the report.

• 30 Apr 2009
  Finland: Parliament approves controversial Lex Nokia bill

  The Finnish parliament has approved the controversial ‘Lex Nokia’ bill, allowing employers to view employees’ email metadata if they suspect corporate secrets are being leaked. The bill has sparked controversy after claims that the Confederation of Finnish Industries had pressurised the Confederation of Unions for Professional and Managerial Staff to support the legislation. It also seems that the Finnish mobile phone company Nokia was involved in the act’s preparation from the outset.

• 30 Apr 2009
  France: Several million protest across France for action on economic crisis

  On 29 January 2009, millions of workers, pensioners and citizens demonstrated in towns throughout France, responding to a joint call by eight of the country’s trade union organisations. The protesters demanded that companies, employers and the state adopt measures that are favourable to workers, jobseekers and pensioners, who are victims of the economic crisis. However, the trade unions, employers and government all appear to be maintaining a firm stance in relation to their respective demands.

• 30 Apr 2009
  Spain: Progress in gender equality in wages

  The issue of equal pay has received much attention at legislative level in Spain – mainly through the introduction of the Equality Act – as well as generating debate between the government, various institutions and individuals. However, differences still persist in this area. In 2006, for example, it was estimated that the average wage of women was 73.7% of men’s average wage. Moreover, the wage gap among young people is also considerable, amounting to about 30%.

• 30 Apr 2009
  France: Economic recovery plan announced at social summit

  In February 2009, the government presented a €26 billion economic recovery plan. The plan includes assistance for companies in terms of cash flow and a public investment programme. The president decided to add €3 billion to the plan following the social summit. However, the trade unions are dissatisfied with the measures and planned another demonstration for 19 March.

• 30 Apr 2009
  France: General strike in Guadeloupe against high cost of living

  Following calls by an organisation representing trade unions, political parties and cultural associations in the French overseas department of Guadeloupe, a general strike was launched in late January 2009. The strike was held in protest against the high cost of living and included demands for a €200 wage increase. Employer organisations responded by proposing an exemption from employer contributions; however, the prime minister refused this request.

• 30 Apr 2009
  Italy: Cgil refuses to sign agreement on collective bargaining reform

  In January 2009, the General Confederation of Italian Workers (Cgil) refused to sign the Italian social partner agreement on collective bargaining reform. The agreement introduces a new reference indicator to protect the purchasing power of collectively agreed pay, as well as the possibility to use ‘opening clauses’ in decentralised bargaining and the commitment to define new rules on assessing social partner representativeness. Cgil’s lack of support may be an important drawback.

• 30 Apr 2009
  Spain: Economic crisis drives policy response across different sectors

  The global crisis has necessitated revised economic policies across the different sectors of Spain’s economy. Industries particularly affected by the crisis include construction, the automotive industry and financial services. The government has responded by introducing measures to cushion the effects of the crisis; however, broader questions have been raised over how such support should be allocated and over the competitive model of Spain’s economy.

• 30 Apr 2009
  Spain: Progress and problems in collective bargaining

  While there has been progress in Spain’s collective bargaining process, the social changes underway have led to problems of articulation and overlaps in bargaining activities. The concept of nationalism has also had an impact on the country’s bargaining process. Employer organisations and trade unions agree about the need to rationalise collective bargaining, but do not agree on how this should be done.

• 28 Apr 2009
  Sweden: Sweden: Wage flexibility and collective bargaining

  The main structural divergence in wage flexibility is found in the area of wage negotiation. Some parts of the workforce are regulated by a mixed system of guaranteed and individually motivated wage increases, while others do not have any guaranteed levels of wage increases. The latter of these two systems relates to academics that hence have the highest degree of wage flexibility. Even though collective bargaining is conducted on central level, most issues related to wage flexibility are resolved locally, implicating that most aspects of wage flexibility are not in the centre of attention among social partners at central level.

• 28 Apr 2009
  Spain: Spain: Wage flexibility and collective bargaining

  This report covers the main tendencies of wage flexibility through collective bargaining in the banking and metalworking sectors. The available figures and information do not properly reflect the true extent of variable pay systems. Many of the sectoral agreements that include references to the establishment of such pay systems leave bargaining to lower levels, which favours unilateral introduction by employers. Furthermore, some of the incentives and items of variable pay included in the agreements have been consolidated in the wage packets of workers.

• 28 Apr 2009
  Estonia: Estonia: Wage flexibility and collective bargaining

  Research results have indicated that in general different VPS are widespread in Estonia. However, there is not much evidence on manufacturing companies or retail banks in particular. Therefore, the following report concentrates on a number of case studies from both sectors. Also the VPS trends in the economy in general are briefly outlined.

• 28 Apr 2009
  Greece: Greece: Wage flexibility and collective bargaining

  Wage flexibility is a secondary expression of employment flexibility and refers to the ability to set wages in different frameworks than the existing ones, as determined by the system of collective bargaining and labour agreements. The main argument for wage flexibility, which is the principal expression of reduction of labour costs, is that the traditional manner of setting wages through the collective bargaining system is seen as inflexible. In recent times a greater potential for wage flexibility has been noted in Greece, via stronger systems that link pay with companies’ performance and financial results, and changes in the manner in which wages are set, with performance- and productivity-based pay representing an ever greater share of total pay. The banking sector has played a leading role in these changes.

• 28 Apr 2009
  Slovakia: Slovakia: Wage flexibility and collective bargaining.

  The system of collective bargaining in Slovakia does not provide any room for downwards wage flexibility. However, it provides a relatively wide room for upwards wage flexibility, also in the public sector. Manufacturing companies and retail banks use different types of variable wage systems. They conclude multi-employer collective agreements. The coverage by collective bargaining is 100% in the banking sector and approximately 30% in manufacturing - in terms of companies. Trade unions seek to increase the share of the basic salary in total earnings and the employers try to decrease it. At present, there are no government initiatives supporting wage flexibility.

• 28 Apr 2009
  Portugal: Portugal: Wage flexibility and collective bargaining

  Wage flexibility has been increasingly spread in Portugal although mostly through company HRM management, which is the favourite approach of employers in this matter. Some sectoral collective agreements have addressed the issue but the more important changes had been implemented through single-employer agreements at company level, both in manufacturing and retail banks. The wage drift has increased mainly in relation to top management and higher skilled positions, in connection with ‘upwards wage flexibility’. Trade unions fear that inequality increases as a consequence and they demand equal opportunities for all the employees regarding variable payments systems (VPS) as well as fair and objective criteria of performance assessment. Downwards wage flexibility is out of question from a trade union perspective, given low wages and the decline of workers purchasing power in Portugal.

• 28 Apr 2009
  Netherlands: The Netherlands: wage flexibility and collective bargaining

  In the Netherlands, the incidence of variable payments systems (VPS) and performance-related pay (PRP) gradually increases. Most forms of VPS are covered by collective bargaining, with the exception of share and option schemes. Virtually all agreements only allow upward variability. Employers and the government very much support the spread of VPS, while unions are less reluctant to accept VPS than they were in the past. VPS is more prominent in retail banking (predominantly single employer agreements) than in manufacturing (predominantly multi-employer agreements).

• 28 Apr 2009
  Austria: Austria: Wage flexibility and collective bargaining

  Whereas the employer representatives aim to re-design Austria’s traditional sectoral wage-setting system by making it more responsive to the needs of the individual companies, organised labour refuses any attempts to substitute collectively agreed wage increases by flexible wage elements. Nevertheless, organised decentralisation of collective bargaining also in matters related to pay has led to some innovative payment schemes in certain well-performing sectors, such as the saving banks industry.

• 28 Apr 2009
  Belgium: Belgium: Wage flexibility and collective bargaining

  In Belgium, a “variable pay” used to be a part of the salary. Even if there are similarities, there exist almost as many variable pay systems as the number of companies, which use it. There is no specific law regulating this kind of profits. Thus, general dispositions relative to labour contract and to salary are the main reference in this matter. As far as we know, no specific sectoral dispositions have been negotiated in the steel and banking sectors. Agreements on variable pay systems are negotiated at enterprise level. Even if variable pay systems are generally used for high professional profiles, they are more and more used for lower profiles as well.

• 28 Apr 2009
  Czech Republic: Czech Republic: Wage flexibility and collective bargaining

  In the Czech collective bargaining system, high-level collective agreements are used as basic agreements and often presuppose that an enterprise-level collective agreement dealing with specific questions of employees’ pay in greater detail will be subsequently concluded. On a general level employers and employers’ organisations try to ensure that basic pay forms the smallest possible part of total pay, placing the emphasis on increasing the variable component. On the contrary trade unions try to make basic pay account for the largest possible proportion of total pay and demand that collective agreements contain comprehensive rules on pay.

• 28 Apr 2009
  Norway: Norway Wage flexibility and collective bargaining

  Surveys and wage statistics show that pay systems such as productivity based or profit sharing bonus schemes have increased in importance over the last 10 years or so. In the banking sector appraisal based pay systems also play a more important role, together with different forms of bonuses and profit sharing schemes. The main form of wage flexibility is upwards wage flexibility, and pay systems are normally developed by the social partners at company level. For blue-collar workers, sector level collective agreements open up for company level bargaining, but do also set minimum standards and procedures that cannot be deviated from at company level.

• 28 Apr 2009
  Denmark: Denmark: Wage flexibility and collective bargaining

  DURING THE last three decades a coordinated decentralisation process in both manufacturing and banking has taken place. Over the years more decisions about wage and working conditions has been transferred to the company level, although without cutting the bonds to the central level. This process is called centralised decentralisation. The decentralisation has had a significant effect on wage formation. In both sectors the focus on wage flexibility as a means to better performance of both sides in the company has resulted in an introduction of especially performance-related pay systems. This development, however, has taken place within the collective bargaining system and within the centralised decentralisation.

• 28 Apr 2009
  Slovenia: Slovenia: Wage flexibility and collective bargaining

  The share of variable forms of payment in the Slovenian economy is relatively low. Collective agreements, especially on sectoral and company level, are key instruments for wage determination. The introduction and the increase of the share of variable pay systems is much desired by the employers, while trade unions, due to the relatively high inflation in the last period, put the main focus in negotiations on the overall increase of the basic wages.

• 28 Apr 2009
  Italy: Italy: Wage flexibility and collective bargaining.

  The current bargaining system in Italy (introduced by the Agreement of 23 July 1993) divides collective bargaining between a national level (intended to recoup inflation) and a decentralized level (to distribute earnings from productivity or profitability). The largest proportion of the variable pay received by Italian workers pertains to this second level of bargaining. Decentralized bargaining, however, covers less than half of all workers. This explains the resistance of the trade unions against the proposals advanced by the employers’ organisations, to reform the bargaining system to give greater weight to decentralized bargaining as compared to the national level.

• 28 Apr 2009
  Germany: Germany: Wage flexibility and collective bargaining

  Variable payment schemes (VPS) are more widespread in banking and insurance than in other sectors, such as manufacturing. Irrespective of the sector concerned, however, profit-sharing, bonus and appraisal schemes do not, usually, refer to multi-employer agreements that govern other aspects of the remuneration system. Opening clauses, however, allow for the derogation of collective standards and/or the ability to make the level of bonuses contingent upon the firm’s performance. Whilst employers’ associations have, in general, called for the further extension of VPS within the framework of multi-employer collective agreements, unions are rather reluctant to replace regular wages, in part, by VPS.

• 28 Apr 2009
  Bulgaria: Bulgaria: Wage flexibility and collective bargaining

  Variable pay schemes (VPS) in Bulgaria are partly regulated by collective bargaining. In manufacturing there are provisions for VPS in the sector agreements as well in supplementary agreements. In chemistry, pharmaceutics and cosmetics in the last years there has been only single –employer bargaining and there are provisions for VPS in the company agreements. Provisions for VPS are expected to evolve in single-employer agreements for retail banks.

• 28 Apr 2009
  Poland: Poland: Wage flexibility and collective bargaining

  The relation between variable payment systems and bargaining regulations is relatively weak, due to the limited reach and decentralised character of bargaining practices. Another cause is the domination of Labour Code regulations and individualisation of the employer-employee relationship. For these reasons collective agreements are very general in the part devoted to the variable elements of wages which leaves a lot of freedom to the employer, who most often decides to apply traditional forms of variable compensating work, such as bonuses and awards.

• 28 Apr 2009
  Ireland: Ireland: wage flexibility and collective bargaining

  VPS have increased in Ireland over the past decade or so, with some forms more common than others. Individual PRP is the most common form of VPS in Irish banking by some distance, followed by company-related performance pay, commission, and profit-sharing. In contrast, the most common form of VPS in the Irish manufacturing sector is output/production-related bonuses. Unions would like to see an increase in gainsharing, but employers are concerned about its implications, tending to prefer individual PRP and profit share schemes. In relation to this, individualised forms of VPS have gained some ground as union density and collective bargaining have declined.

• 28 Apr 2009
  Lithuania: Lithuania: Wage flexibility and collective bargaining

  Where variable pay schemes are applied in Lithuanian companies, the variable portion of wages may range from 10% to 40% of total pay. Multi-employer bargaining and collective agreements are absent in all sectors under consideration. While trade unions and enterprise level collective bargaining are quite often phenomena in manufacturing companies, pay systems in the retail banking sector are established exclusively upon management decision.

• 28 Apr 2009
  Hungary: Hungary: wage flexibility and collective bargaining

• 28 Apr 2009
  Finland: FINLAND: Wage flexibility and collective bargaining

  The Finnish payroll system has been rigid in international comparison. The largely centralised wage bargaining system - based mainly on central wage policy agreements and subsequent sectoral agreements - has been based on the principles of 'solidaristic' pay policy since the 1970s. The significance of variable payments systems has recently increased in Finland. The recent trend can be described as “increased individual pay increases”, which means that the Finnish pay system is slowly moving from the rigid pay model to a more flexible system that takes more account of local needs and facilitates wage payments that are also based on individual and company-level performance. In 2006 in the manufacturing industry, result and profit-based bonuses were paid to 31.5 % of workers (blue-collar workers) and 63.9 % of clericals (white-collar workers). In the financing services (retail banks) in 2006, the proportion of employees who received result and profit-based bonuses was 48.6 %.

• 28 Apr 2009
  Malta: Malta: Wage flexibility and collective bargaining

  Variable Pay Systems are usually negotiated at company level in collective bargaining. The Malta Employers’ Association is a fervent promoter of profit-related schemes, arguing that wage increases should only reflect productivity, the competitive situation and labour market forces. On their part, Maltese unions are adamant on safeguarding the working conditions, especially the wages, of their members. However, in recent years, especially in the manufacturing sector, the General Workers’ Union has adopted a moderate approach in its requests to wage increases in order to protect its members from the threats of redundancy. There are no recent government policy initiatives which directly promote wage flexibility or variable payment systems.

• 28 Apr 2009
  Romania: Romania: Wage flexibility and collective bargaining

  According to the national collective agreement, the variable part of wages is composed of bonuses and benefits. Collective bargaining at company level takes minimum conditions settled in sectoral level agreements as a starting point for negotiations, yet without imposing upper limits. From this point of view, firms have a large flexibility as they may grant more favourable rights to their employees. Until now the issue of variable payments systems (VPS) was not on the top of the agenda for social partners. As the trend of increasing wages became more pronounced and the labour shortages in various sectors and occupations increased, VPS are expected to develop.

• 28 Apr 2009
  Luxembourg: Luxembourg: Wage flexibility and collective bargaining

  The banking sector is governed by a multi-employer agreement while the metal working sector is governed by a single employer agreement. The trend in both sectors is that the employers want to base the salaries more on performance or on merit. In the metal working sector, issues such as international competition as well as increased absenteeism have been broad forward in order to justify the introduction of VPS. The employers in the banking sector have based their arguments also on an employee survey realized by TNS-ILRES in 2006. In general, the law on the minimum wage is limiting downward wage flexibility.

• 28 Apr 2009
  Cyprus: Cyprus: Wage flexibility and collective bargaining

  Irrespective of the manner in which it is promoted, wage flexibility as any other form of flexibility in Cyprus, is still in early stages of development. In the cases however where wage flexibility applies; it is implemented, on condition that it does not affect the collective agreements between the two sides. It is to be seen whether in the context of the debate expected to begin on the promotion of flexicurity in the Cyprus labour market, an issue of the need for greater wage flexibility will be raised.

• 28 Apr 2009
  Latvia: Latvia: Wage flexibility and collective bargaining

  In 2004-2007, average net monthly wages and salaries have almost doubled. Real wages have grown by 9.7% in 2005, by 15.6% in 2006 and by more that 20% in 2007. Wages are an important issue in collective bargaining. However, the fastest growth of wages and salaries is to be found in sectors, where collective bargaining is weak (construction) or does not exist (banking, real estate). It is expected that wage growth will slow down in coming years. The importance of flexible wage systems increases. Variable pay is applied at individual, team and organisations’ levels. VPS change towards more focus on results and individualisation.

• 28 Apr 2009
  United Kingdom: UK: Wage flexibility and collective bargaining

• 28 Apr 2009
  France: France: Wage flexibility and collective bargaining

  On average, base pay and fixed bonuses still constitute the main part of earnings, especially for non-professional and managerial staffs. Variable payment systems generally became more widespread in the 2000s. However firms tend to favour mixed pay systems, combining individual and collective elements, and to apply different pay systems for professional and managerial staffs. Moreover, a lot of legislative and regulatory documents have more or less significantly changed the rules regarding employee savings schemes. The two most recent schemes (PEE and PERCO) are developing through collective agreements, namely in the car industry and in the banking industry.

• 28 Apr 2009
  Finland: Representativeness of the European social partner organisations: Hospitals – Finland

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Finland. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Sweden: Representativeness of the European social partner organisations: Hospitals – Sweden

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Sweden. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Luxembourg: Representativeness of the European social partner organisations: Hospitals – Luxembourg

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Luxembourg. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Czech Republic: Representativeness of the European social partner organisations: Hospitals – Czech Republic

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in the Czech Republic. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Estonia: Representativeness of the European social partner organisations: Hospitals – Estonia

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Estonia. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Slovakia: Representativeness of the European social partner organisations: Hospitals – Slovakia

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Slovakia. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Latvia: Representativeness of the European social partner organisations: Hospitals – Latvia

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Latvia. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Netherlands: Representativeness of the European social partner organisations: Hospitals – Netherlands

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in the Netherlands. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Ireland: Representativeness of the European social partner organisations: Hospitals – Ireland

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Ireland. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Poland: Representativeness of the European social partner organisations: Hospitals – Poland

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Poland. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Malta: Representativeness of the European social partner organisations: Hospitals – Malta

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Malta. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Denmark: Representativeness of the European social partner organisations: Hospitals – Denmark

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Denmark. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Germany: Representativeness of the European social partner organisations: Hospitals – Germany

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Germany. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Slovenia: Representativeness of the European social partner organisations: Hospitals – Slovenia

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Slovenia. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  France: Representativeness of the European social partner organisations: Hospitals – France

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in France. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Romania: Representativeness of the European social partner organisations: Hospitals – Romania

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Romania. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Hungary: Representativeness of the European social partner organisations: Hospitals – Hungary

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Hungary. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Bulgaria: Representativeness of the European social partner organisations: Hospitals – Bulgaria

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Bulgaria. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Greece: Representativeness of the European social partner organisations: Hospitals – Greece

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Greece. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Portugal: Representativeness of the European social partner organisations: Hospitals – Portugal

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Portugal. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Cyprus: Representativeness of the European social partner organisations: Hospitals – Cyprus

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Cyprus. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Lithuania: Representativeness of the European social partner organisations: Hospitals – Lithuania

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Lithuania. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Belgium: Representativeness of the European social partner organisations: Hospitals – Belgium

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Belgium. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Austria: Representativeness of the European social partner organisations: Hospitals – Austria

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Austria. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  United Kingdom: Representativeness of the European social partner organisations: Hospitals – United Kingdom

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in the United Kingdom. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Spain: Representativeness of the European social partner organisations: Hospitals – Spain

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Spain. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 28 Apr 2009
  Italy: Representativeness of the European social partner organisations: Hospitals – Italy

  The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the hospital sector in Italy. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as on their role in collective bargaining.

• 14 Apr 2009
  Spain: Debate on legality of judiciary strike

  In February 2009, about 40% of all court judges across Spain went on strike for the first time. The judges demanded a pay rise, better resources for courtrooms and the setting of workload limits. The action was condemned as illegal by the government and was the subject of much debate among citizens and local institutions. Debate centred on the right of judges to take strike action and the fact that overworked judges are making errors.

• 14 Apr 2009
  Spain: Economic crisis leads to decline in immigration

  From 2000 to 2008, Spain experienced large-scale immigration, with many people coming from Morocco, Romania and Ecuador. Thus, in 2008, immigrants represented slightly over 11% of Spain’s total population. However, due to the current economic crisis, the number of foreigners coming to the country has declined as the government has introduced various control measures. Attitudes, decisions and activities in this area have been fuelled by changing labour supply and demand.

• 14 Apr 2009
  Greece: First sectoral agreement signed for hospital doctors

  After lengthy negotiations, the Ministry of Health and Social Solidarity and the Federation of Unions of Hospital Doctors in Greece have concluded the first industry-wide collective agreement covering about 16,000 doctors in the country’s public hospitals. The agreement regulates elements of working hours, pay and the hiring of medical personnel in public hospitals. In line with labour law, the agreement covers all hospital doctors, not only those who are members of trade unions.

• 14 Apr 2009
  Estonia: Economic crisis halts increase in national minimum wage

  The current economic downturn has led to the postponement of the national minimum wage agreement in Estonia. Trade unions argue that the minimum wage should be increased to be in line with inflation. However, employers emphasise that the difficult economic situation makes further increases in minimum wages problematic. The minimum wage increase poses a real challenge for some sectors of the economy and for certain occupational groups.

• 14 Apr 2009
  Estonia: Impact of global crisis on labour market and industrial relations

  Estonia’s most recent economic and labour market indicators have revealed the impact of the global financial crisis. While the decline in gross domestic product has been the highest since 1995, the number of unemployed persons increased by 90% during 2008. The average wage increase has fallen to the 6.9% level of 2004, with pay cuts already apparent in the fishing and construction sectors. Such developments have affected trade union membership and collective bargaining.

• 14 Apr 2009
  Lithuania: Agreement reached on instruments to strengthen social dialogue

  After protest action in January 2009, national trade unions and authorities continued the debate on insufficient consultations with the social partners in adopting new legislation and taking decisions that affect the whole economy. Aiming to improve collaboration between the government and social partners, the parties agreed to new positions for trade union representatives at the government and parliament, and discussed other ways to strengthen social dialogue.

• 14 Apr 2009
  Estonia: Debate over further cuts in state budget for 2009

  On 20 February 2009, the Estonian parliament approved an EEK 8 billion (about €511 million) cut in the state budget. Cuts of 7% in government operational expenditure – including public sector wages – and changes in the system of sickness cash benefits have received a critical response from the social partners. While trade unions are not satisfied with the cuts in public sector wages, employers oppose the large burden of sickness benefits put on them.

• 14 Apr 2009
  Cyprus: Labour market flexibility is key to safeguarding competitiveness

  Greater flexibility in the labour market, including flexibility of real wages, may be the key factor in safeguarding competitiveness and ensuring a smooth rise within the European Economic and Monetary Union (EMU). This is among the findings of a report published in December 2008 on immigration and wage flexibility in Cyprus and adjustment in the EMU. In particular, the report argues that the revision of the wage indexation system will be of paramount importance.

• 14 Apr 2009
  Austria: New monthly minimum wage for private sector

  As of 1 January 2009, almost all of Austria’s private sector has been covered by a monthly minimum wage of €1,000. This is due to a 2007 initiative of the national-level social partner organisations to introduce such a minimum wage provision by January 2009 at the latest. However, the few areas of the national economy where no collective agreement has been concluded thus far remain outside of the minimum wage regulation, as well as parts of the liberal professions and agriculture.

• 14 Apr 2009
  Finland: Impartiality of national conciliator in Finnair dispute questioned

  The Finnish Airline Pilots’ Association (SLL), representing Finnair pilots, has rejected a proposal by the national conciliator, Juhani Salonius, who is seeking to settle the dispute. The pilots and the company have been in conflict over issues such as pensions, the use of contract labour, days off and the number of pilots on flights. The conciliation process took a surprising twist when SLL filed an investigation request regarding the impartiality of the national conciliator.

• 14 Apr 2009
  Ireland: Labour inspectors recover over €3 million in workers’ arrears

  In 2008, labour inspectors from the newly established National Employment Rights Authority (NERA) carried out a total of 27,900 calls, interviews and inspections. As a result, NERA recovered arrears due to employees totalling over €3 million. Meanwhile, work is underway on implementing the Employment Law Compliance Bill, published in March 2008, which aims to improve compliance with employment legislation and would grant NERA a full statutory footing.

• 14 Apr 2009
  Netherlands: Political backing for curbing of top salaries and bonuses

  In February 2009, the Dutch House of Representatives urged the government to finalise a gentlemen’s agreement with the banks on bonus moderation. This follows a proposal in 2008 to tax top end salaries more heavily and to deal with the manipulation of shares and options in business takeovers. While the proposal attracted a mixed response, the current financial and economic crisis has broadened political support for intervention of some form regarding excessive remuneration.

• 14 Apr 2009
  Portugal: New Labour Code comes into force in wake of controversy

  On 17 February 2009, Portugal’s new Labour Code came into force, after some controversy. It was due to come into effect on 1 January; however, the Portuguese president asked the Constitutional Court to examine the rule extending the trial period for most employees to 180 days. The court claimed that this rule infringed constitutional requirements. As a result, the article concerning the rule was modified and a revised version of the code was voted on again in parliament.

• 02 Apr 2009
  Austria: Metalworking and chemical workers’ unions to merge

  In January 2009, the Metalworking, Textiles, Agriculture and Food-processing Union and the Union of Chemical Workers announced their decision to merge their organisations by November 2009, thus establishing a new manufacturing trade union called ‘pro.ge’. The merger initiative seeks to streamline organisational structures, strengthen the unions’ political power and consolidate union balances.

• 02 Apr 2009
  Netherlands: Social partners slam government plans to counter crisis

  The social partners have criticised the plans put forward by the Dutch government to ease the impact of the economic crisis. Trade unions are against the plans to keep older employees working for longer and to raise the retirement age. Employers, meanwhile, have argued against the scrapping of the mortgage interest rate deduction. All of the social partners are calling on the government to react more decisively to the economic crisis, as it did in the autumn of 2008.

• 02 Apr 2009
  Norway: Government launches measures to tackle economic crisis

  In February 2009, the Norwegian parliament adopted an amended package of measures to address the negative effects of the financial crisis on the labour market. The new provisions follow measures already introduced to tackle the crisis in the financial services sector. Altogether, the whole package amounts to about NOK 20 billion (€2.25 million) and either partly or fully takes into account the demands put forward by the social partners.

• 02 Apr 2009
  Poland: Tripartite Commission debates impact of economic crisis

  On 28 January 2009, the presidium of the Tripartite Commission for Social and Economic Affairs convened for a meeting chaired by Poland’s Deputy Prime Minister, Waldemar Pawlak. The debate centred on counteracting the effects of the economic crisis; as expected, there was some divergence between the solutions put forward by the employers and the trade unions. However, given the scale of the crisis, both sides seem to be eagerly seeking a viable solution.

• 02 Apr 2009
  Czech Republic: Foreign workers most vulnerable during economic crisis

  In 2007, the Czech Republic experienced a labour shortage. Consequently, a number of companies began hiring foreign workers through employment agencies, particularly workers from Bulgaria, Romania and Ukraine, as well as from Mongolia and Vietnam. Now, due to the global economic crisis, companies are beginning to lay off these workers first. However, they often do not want to or cannot go home, and find themselves in a difficult situation.

• 02 Apr 2009
  Ireland: Controversy over pay increase awarded at state electricity firm

  The state-owned electricity company, the Electricity Supply Board (ESB), has paid the first phase of the current national pay agreement despite strong criticism from the media, and even from two senior government ministers. ESB defended its decision, stating that it was obliged to honour the national pay agreement. The company is, however, seeking a deferral of the second phase of the agreement. Meanwhile, ESB faces a major deficit in its pension fund.

• 02 Apr 2009
  Poland: Latest amendments to Labour Code enter into force

  In January 2009, a series of amendments to the Labour Code, which were passed into law at the end of 2008, came into force in Poland. The major modifications concern areas such as equal status in employment, maternity leave, parental leave, workplace safety and social benefits at workplace level. Through these amendments, a number of EU regulations have been introduced into the national legal framework, despite some reluctance on the part of employers.

• 02 Apr 2009
  Luxembourg: Mix of confidence and scepticism in face of economic crisis

  The social partners and the government are currently negotiating within the framework of the tripartite committee in order to reach an agreement about which nothing is yet known. While certain actors are optimistic, since the country is in a better economic position than others, other actors are growing more anxious. Trade unions point to the job-loss figures and fear that redundancy programmes will multiply. However, the authorities and economic analysts remain confident.

• 02 Apr 2009
  Belgium: Success of restructuring process at Volkswagen Forest

  In November 2006, the automotive manufacturer Volkswagen AG (VW) cut 4,000 jobs at its Forest plant in the Brussels region, transferring production of the VW Golf model to two of the company’s German plants. A ‘reconversion cell’ was established for the redundant workers living in the Walloon region of southern Belgium with the aim of helping them to find another job. One year after the process began, 70% of those made redundant succeeded in finding a new job.

• 02 Apr 2009
  EU Level: German-based Tesa converted into a European company

  In mid July 2008, the annual shareholders’ meeting of German-based Tesa AG approved a plan to convert the company into a European company (Societas Europaea). In December 2008, after about six months of negotiations, the agreement between the special negotiating body and the company management was concluded. The agreement provides for rights going beyond the legal provisions.

• 02 Apr 2009
  Finland: Widespread opposition to government plan to raise retirement age

  The government’s proposal to raise the retirement age without consulting the social partners generated massive trade union mobilisation against the reforms. The presidents of three trade union confederations accused the government of abandoning the traditional Finnish tripartite process, and the possibility of a general strike was threatened. As a result, the government started negotiations with the social partners and subsequently withdrew its earlier plans.

• 02 Apr 2009
  Slovenia: Unions criticise subsidy for companies which allow shorter working week

  In January 2009, the government introduced new legislation which grants subsidises to companies introducing a shorter working week instead of laying off workers due to a drop in demand. However, trade unions and the Association of Workers’ Councils of Slovenian Companies have criticised the legislation. They argue that it is not precise enough and that the legislation should specify that workers’ pay should not be reduced.

• 01 Apr 2009
  United Kingdom: Industrial relations in the public sector – United Kingdom

  This report presents an overview of industrial relations in the central government and public sector in the United Kingdom.