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July 2009

• 30 Jul 2009
  EU Countries: Representativeness of the European social partner organisations: Tanning and leather sector

  This report sets out to provide the necessary information for establishing sectoral social dialogue in the tanning and leather sector. The report first identifies the relevant national organisations on both sides of industry and then goes on to analyse the sector’s relevant European organisations. The report consists of three main parts: a summary of the sector’s economic background; an analysis of the social partner organisations in all the EU Member States, with the exception of Ireland and Luxembourg, placing particular emphasis on their membership, their role in collective bargaining and public policy, and their national and European affiliations; and finally, an analysis of the relevant European organisations, in particular their membership composition and their capacity to negotiate. The aim of the EIRO representativeness studies is to identify the relevant national and supranational social partner organisations in the field of industrial relations in selected sectors. The impetus for these studies arises from the goal of the European Commission to recognise the representative social partner organisations to be consulted under the EC Treaty provisions. Hence, this study is designed to provide the basic information required to establish sectoral social dialogue.

• 30 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 30 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 30 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 30 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 30 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 30 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 30 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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.

• 29 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Representativeness of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Representativeness of of the European social partner organisations: Tanning and leather sector – 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 tanning and leather 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 Jul 2009
  Germany: New agreement on job security at Schaeffler Group

  On 26 May 2009, a new agreement on job security was signed at the German car component manufacturer Schaeffler Group. The agreement negotiated with the German Metalworkers’ Union precludes redundancies until 2010. In return for this job guarantee, personnel costs at Schaeffler are to be reduced by €250 million. The agreement has to be considered in light of the global financial crisis as well as Schaeffler’s takeover of the automotive supplier Continental in August 2008.

• 28 Jul 2009
  Greece: Social partner proposals to combat economic crisis

  The consequences of the financial crisis are now affecting the real economy in Greece, with the unemployment rate in December 2008 increasing to 8.9% from 7.8% in November. Meanwhile, economic forecasts for 2009 envisage a considerable slowdown or even stagnation in the national economy. Therefore, the social partners have submitted their own proposals to the government to tackle the crisis. The proposals include short-term and long-term policy measures.

• 28 Jul 2009
  Romania: Unions protest against government failure to implement anti-crisis plan

  The National Trade Union Confederation Cartel Alfa has started staging protests to promote effective anti-crisis measures. In addition, trade unions call for an end to the national tests for entry to secondary schools. Various trade unions have organised meetings and protests at local level, followed by a protest march in Bucharest and a general strike in early July. The unions’ demands include saving and creating jobs, and maintaining the purchasing power of workers.

• 28 Jul 2009
  Poland: Ambitious changes proposed for collective working relations

  At the end of 2008, the Polish Ministry of Labour and Social Policy published a draft collective labour code. The document, which took shape in the course of preparatory work led by the Labour Law Codification Committee in 2002–2006, may be considered an ambitious legislative proposal. It aims to rationalise industrial relations in collective agreements. The role of trade unions and collective dispute procedures are among the topics addressed in the proposal.

• 28 Jul 2009
  Portugal: Government bills to amend and enforce new Labour Code

  In May 2009, the Portuguese Council of Ministers approved four bills to amend and enforce the new Labour Code. The approved bills, which were to be submitted to the parliament, address the following issues: regulation of the Labour Code, health and safety at work, administrative infraction proceedings and revision of the Code of Labour Procedure. The social partners were asked to comment on the measures but they expressed concern over the tight deadlines for reply.

• 28 Jul 2009
  Latvia: Changes in state support policy for families with children

  Amendments to the Law on Maternity and Sickness Insurance were due to come into force on 1 July 2009. They stipulate that only one parent, who does not work, is entitled to receive parental benefit during the childcare period. They also reduce state family benefit, calculating the amount for each child aged one to 15 years. To receive financial support from international institutions, the budget deficit in Latvia in 2009 should not exceed that defined by the Maastricht criteria.

• 28 Jul 2009
  Belgium: Reducing working time as anti-crisis measure

  In April 2009, the Belgian government and social partners finally agreed on a crisis scheme for white-collar workers. Although the scheme has not been labelled ‘temporary unemployment’, the three measures adopted allow for a crisis-related reduction in working hours, a crisis time credit system and collective suspension from work. The first measure is available to all companies, while the other two can only be implemented by companies in financial difficulties.

• 28 Jul 2009
  Austria: Economic downturn worsens climate of spring bargaining round

  The economic crisis has challenged Austria’s 2009 spring bargaining process, leading to a standstill in negotiations in several economic sectors. While employers wish to temporarily suspend the standard wage-setting pattern for economic reasons, the trade unions demand decent wage increases even in periods of economic downturn. To force the employers to return to the negotiating table, the trade unions organised a demonstration involving 25,000 participants in May 2009.

• 28 Jul 2009
  EU Level: Social partner revision to parental leave directive

  On 18 June 2009, the European social partners achieved a historic advance in adopting an agreement revising their 1995 Framework agreement on parental leave. In particular, the agreement provides for an increased period of leave and encourages fathers to take some leave, by making part of the leave non-transferable. In addition, parents will have the right to request flexible working when returning from parental leave. Overall, the social partners welcome the new provisions.

• 28 Jul 2009
  EU Level: ETUC critical of EU Presidency Conclusions on Lisbon Treaty

  At the June European Council meeting, the European Union offered a number of legal guarantees to integrate Irish voters’ concerns into the Treaty of Lisbon. Although the European Trade Union Confederation firmly supports the main principles of the Lisbon Treaty, it viewed the recent Presidency Conclusions a missed opportunity, in particular the failure to consider a revision of the Posted Workers Directive and the issue of a social progress protocol.

• 28 Jul 2009
  Belgium: 50,000 demonstrators worried about future of economic and employment system

  While their European counterparts demonstrated in Berlin, Madrid and Prague, the Belgian trade unions joined by the French and Luxembourg unions gathered in Brussels in protest over the absence of social issues in the European project. The demonstration was organised by the European Trade Union Confederation and represented an opportunity for the trade unions and workers to express their concerns about the European integration process and its role in the economic crisis.

• 28 Jul 2009
  Ireland: Exploring a sustainable model of workplace partnership

  Drawing on two in-depth case studies, a new book examines whether practices relating to workplace partnership between employers, employees and trade unions can generate mutual gains for the various workplace stakeholders. It concludes that mutual gains partnerships at workplaces are possible, but they are only found where special circumstances exist. The book argues that such coalitions are vital if Ireland is to develop its productivity potential.

• 27 Jul 2009
  Belgium: Budget orthodoxy and crisis measures a focus of regional elections

  In June 2009, the social partners used the occasion of the regional elections to put forward their demands to the new governments. Among the key issues raised were budget orthodoxy and tackling the economic crisis. The employers highlighted the importance of investing in innovation and infrastructure, while the trade unions focused on the need to invest in public services and to tackle social issues such as poverty and unemployment.

• 27 Jul 2009
  Bulgaria: Corporate social responsibility during economic crisis

  In June 2009, a regional conference on ‘Corporate social responsibility in times of crisis’ was held in Bulgaria. Participants included the social partners, representatives of business and governments, as well as academics and stakeholders from Bulgaria, Germany, Romania, Croatia and Ukraine. Representatives of the European Commission and the European Parliament were also present to discuss the concept and practical initiatives of corporate social responsibility.

• 27 Jul 2009
  Estonia: Recession leads to increase in individual labour dispute claims

  According to the Labour Inspectorate, the number of labour dispute applications has doubled in Estonia compared with the first quarter in 2008. Most of the disputes are related to unpaid wages or benefits. From 1 July 2009, the number of disputes may increase even further as the financial limit of claims in the labour dispute committees will be increased, therefore making higher-paid workers more motivated to register individual labour dispute applications.

• 27 Jul 2009
  Finland: Differing views of trade unions on national statutory minimum wage

  The Central Organisation of Finnish Trade Unions argues that full-time workers should be paid at least €1,500 a month. The Finnish Confederation of Professionals has criticised the proposal for resembling the idea of a ‘citizen’s wage’ or a guaranteed pension. Finland has no statutory national minimum wage, but most employees are covered by collective agreements setting sectoral minimum pay rates. However, minimum wages in selected industries have been about half of full-time workers’ average earnings.

• 27 Jul 2009
  Bulgaria: Anti-poverty measures urgent says Economic and Social Council

  In a special statement adopted in May 2009, the Economic and Social Council (ESC) presented its position on strategic problems and the urgent need for measures to tackle poverty and social exclusion. The measures are considered particularly critical due to the impact of the economic crisis on people facing poverty. Such measures are also timely in light of the preparations for the European Year against Poverty and Social Exclusion in 2010.

• 27 Jul 2009
  EU Level: Europe’s trade unions respond to crisis

  The economic crisis has forced trade unions, primarily at EU level, to consider its impact and measures to avoid a depression. Thus, they have promoted a number of initiatives in major European cities. The European Trade Union Confederation has called for a ‘new social deal’ and launched a campaign ‘Fight the crisis: put people first’. The latter mobilised trade unionists for the European Days of Action held in May 2009 in Madrid, Brussels, Berlin and Prague, which was followed by the adoption of the Paris Declaration.

• 27 Jul 2009
  Belgium: New rules on company alcohol and drugs policy

  In April 2009, the National Employment Council concluded its 100th collective agreement, requiring every company to have a preventive alcohol and drugs policy in place. The agreement seeks to create greater recognition of the issue and to encourage a preventive rather than punitive approach. The agreement is an initiative of both employer organisations and trade unions as part of a general move to improve people’s well-being at work.

• 24 Jul 2009
  EU Countries: Working time developments – 2008

  In 2008, average collectively agreed weekly working time in the European Union stood at 38.6 hours; agreed normal annual working time averaged about 1,740 hours. Of the three economic sectors examined in this study, agreed weekly working hours are highest in metalworking (38.7), followed by the banking and local government sectors (both 38.3). Average collectively agreed paid annual leave entitlement was 25.2 days across the EU in 2008, although the total varied significantly between the ‘old’ and the new Member States. This report also examines statutory working time and leave limits, and actual working hours.

• 21 Jul 2009
  Germany: New collective agreement reached in construction sector

  In late May 2009, the social partners in Germany’s construction sector reached a new collective agreement on pay increases and minimum wages. The provisions are based on a proposal by the mediators in the negotiations and were unanimously accepted by representatives of both the trade union and employer organisations.

• 21 Jul 2009
  Ireland: Large media organisations to cut pay as revenue falls

  Some of Ireland’s largest media organisations have either introduced pay cuts or are in the process of doing so, owing to the sharp fall in advertising revenue. Among those affected are Ireland’s national broadcaster, Radio Telefís Éireann, and the two main national newspapers, the Irish Times and the Irish Independent. A career-break scheme has also been proposed at another Irish newspaper, the Irish Examiner.

• 21 Jul 2009
  Portugal: Construction and real estate employers set up new confederation

  Employer organisations in the construction and real estate sectors have decided to create their own confederation rather than continue as members of the Portuguese Confederation of Industry (CIP). This move follows the departure of a large construction employer organisation from CIP at the end of 2007. The new Confederation of Construction and Real Estate aims to be a new social partner, representing ‘the most important sector of the national economy’.

• 21 Jul 2009
  Ireland: Taoiseach calls on social partners to decide on recovery plan

  The prospect of a special national recovery plan increased in early May 2009, when Ireland’s Prime Minister, Brian Cowen, wrote to the General Secretary of the Irish Congress of Trade Unions, David Begg, setting out the government’s latest position on issues such as job protection measures, pensions, pay and public sector change. Mr Cowen’s letter must be seen as a serious bid by the government to break the social partnership stalemate hindering progress on a recovery plan.

• 21 Jul 2009
  Sweden: Workers at Scania accept temporary layoffs

  The number of local agreements in Sweden has increased rapidly and temporary layoffs have become a popular way of restraining the effects of the economic recession and avoiding redundancies. Trade union views differ regarding whether temporary layoffs and pay cuts are good ways to meet the challenges of the current labour market situation. Many companies have applied the new national agreement on temporary layoffs, including the commercial vehicle manufacturer Scania.

• 21 Jul 2009
  EU Level: European public service unions’ response to financial and economic crisis

  After having presented in April 2009 an analysis of the economic crisis in the European public services sector, on 9 June 2009, the delegates attending the 8th Congress of the European Federation of Public Service Unions adopted a resolution on the financial and economic crisis and its consequences for the public sector and the economy at large. The federation declared that it will seek to prevent that the current crisis is used to diminish the role of government and public services.

• 21 Jul 2009
  Austria: Significant losses for Social Democrats in Chamber of Labour elections

  The 2009 round of elections to Austria’s Chambers of Labour saw a sizeable loss of support for the social-democratic group, although it still holds an absolute majority of votes. In contrast, the faction linked to the populist Freedom Party could clearly increase its share of the votes, albeit at a relatively low level. Commentators consider this outcome as a sign of opposition to the current erratic policy pursued by the Social Democratic Party as leader of the coalition government.

• 21 Jul 2009
  Ireland: Recovery plan includes job and pension protection measures

  After six months of talks with the social partners, the Irish government has put forward a set of recovery plan proposals outlining specific measures in key areas like job protection and pensions, as well as a commitment to transform the public service. A new employment subsidy scheme will be funded through the European Commission. The recovery plan broadly suspends the private sector pay deal concluded under the 2008 ‘Transitional Agreement’.

• 21 Jul 2009
  France: Companies face penalties if no agreement on employment of older people

  The social security finance bill for 2009 included an obligation to negotiate company agreements on the employment of older people and penalties for not doing so. The fact that the implementing decree was not published for some months led to trade union concerns. The decree eventually appeared towards the end of May 2009. It outlines the list of areas of action, age thresholds for defining targets, communication arrangements and a procedure for verifying compliance.

• 21 Jul 2009
  Italy: Path to reform of 1993 collective bargaining agreement

  The tripartite agreement of July 1993 on the Italian industrial relations and collective bargaining system has been the subject of debate for many years. These discussions have finally led to an experimental reform of January 2009. The reform was agreed by the social partners, with the exception of the General Confederation of Italian Workers. The proposals maintain the country’s two-tier bargaining structure, based on sectoral and decentralised agreements.

• 21 Jul 2009
  Bulgaria: Trade union and civil protest rally over government response to economic crisis

  In June 2009, the Confederation of Independent Trade Unions in Bulgaria called a national protest over the government’s response to the economic crisis. Workers from 34 sectoral trade union organisations and representatives of various non-governmental organisations took part. They called for urgent measures to deal with the crisis, maintain jobs and protect incomes, as well as the withdrawal of the government pay freeze in education, health care and the state administration.

• 21 Jul 2009
  Norway: Employer liability introduced to combat social dumping

  In June 2009, the Norwegian parliament adopted new legislation giving employers in a contract chain joint and several liability over employees’ wages. The legislation is a follow-up to the government’s ‘action plan 2’ against social dumping. According to the legislation, contractors will be made liable for the obligation of subcontractors to pay wages, overtime pay and holiday allowances. Thus, all employers are liable for the pay of workers at the bottom of the contract chain.

• 21 Jul 2009
  Norway: Government to protect transport workers in competitive tenders

  The Norwegian parliament adopted new legislation in May 2009 aiming to improve the protection for transport workers in competitive tenders. Up until now, employees of public transport contractors that do not win a new contract have run the risk of losing their job or their individual and collective rights. The new legislation will ensure that the transport workers in these situations are covered by the regulation relating to transfers of undertakings.

• 21 Jul 2009
  Italy: General strike highlights trade union tensions

  The General Confederation of Italian Workers (Cgil) held a general strike in April 2009 in protest over the alleged inability of the government to tackle the economic crisis. A second reason for the strike was Cgil’s opposition to the agreement on reforming the collective bargaining system reached by the government and the other social partners. The withdrawal of the largest trade union from the agreement will be problematic for Italy’s entire industrial relations system.

• 21 Jul 2009
  Italy: Fiat Group presents rationalisation plan for Italian plants

  In June 2009, the chief executive officer of the Fiat Group presented to the government, regions and trade unions a plan to reorganise the company’s Italian plants. The plan pledged that none of these plants would be closed; rather, changes would be made to the production platforms at Fiat’s two plants in southern Italy. The announcement immediately raised concerns among the trade unions and in the regions where the plants are located.

• 21 Jul 2009
  EU Level: BusinessEurope calls on EU to rethink its anti-discrimination legislation strategy

  In light of the current economic crisis, European employers are raising questions about the value of pursuing anti-discrimination legislation. According to BusinessEurope, further regulations will undermine European companies’ ability to remain competitive. Thus, the employers call on the EU to withdraw the proposal for an anti-discrimination directive. However, the European Trade Union Confederation has welcomed further developments in the anti-discrimination legislation.

• 15 Jul 2009
  Denmark: Multinational companies and collective bargaining

  The impact of MNCs on the Danish collective bargaining system is limited. Although large Danish companies and MNCs have a certain influence on the bargaining agenda through membership of the dominating employers’ associations, the influence of foreign MNCs is hardly present. In general foreign MNCs experience the Danish model of collective bargaining as a guarantee for a peaceful labour market. Most MNCs have signed collective agreements.

• 14 Jul 2009
  United Kingdom: International trade union initiative to support Bangladeshi textiles workers

  In May 2009, Unite, the UK’s largest trade union, signed a joint statement with the US-based union United Steelworkers and the German United Services Union ver.di in support of labour standards in Bangladesh. The joint statement is the result of growing international concern about labour standards in the Bangladeshi textiles sector. It will require concrete action by all of the parties involved if it is to succeed in its aims.

• 13 Jul 2009
  Netherlands: Pay increase in hospitals and special provisions for older employees

  The collective agreement concluded in April 2009 for hospital staff overrides the zero policy on wage increases and contains innovative provisions for older employees. The two-year agreement encompasses an annual pay rise of 1%, as well as an increasing end-of-year bonus. Age-linked schemes will be converted into uniform schemes for all employees. Engaging older employees at the weekend and for evening shifts will be compensated through a personal time budget.

• 13 Jul 2009
  Slovakia: Healthcare union demands higher wages despite economic crisis

  Although wages increased in the healthcare sector in 2008–2009, the Slovak Trade Union Association of Healthcare and Social Services (SOZZaSS) renewed its demand for higher wages. According to SOZZaSS, wages in the sector are still too low. Nonetheless, the present economic situation threatens the unions’ wage demand, since current figures indicate significant losses to the state budget. It is thus unlikely that additional wage increases will be possible in the healthcare sector.

• 13 Jul 2009
  Hungary: Annual wage bargaining and national summits on economic crisis

  Alongside the summit meetings addressing the economic crisis, wage negotiations held in the autumn of 2008 in Hungary followed the customary pattern. Albeit increasing social and economic tensions, agreement was reached after difficult negotiations between the parties. The agreement, maintains a two-level minimum wage system, with a higher amount for skilled workers. However, it is valid for one year only, as employers rejected a longer-term agreement due to the economy’s unpredictability.

• 13 Jul 2009
  Greece: Alumil reduces working time under pretext of economic crisis

  In March 2009, the aluminium extrusion group Alumil implemented a reduction of working hours for its entire personnel by 1.5 hours a day and to a corresponding reduction of their salaries by 20%. According to the company, this flexibilisation measure is a result of the ongoing economic crisis affecting the international economy and was necessary in order to secure jobs.

• 13 Jul 2009
  Malta: Industrial action over understaffing in health centres resolved

  The Medical Association of Malta (MAM) registered an industrial dispute with the health authorities over lack of staff in health centres. MAM’s directives resulted in the closure of half of the health centres in Malta on 18 May 2009. These directives were lifted after an agreement was reached with the government to find alternative ways of increasing the number of doctors in health centres.

• 13 Jul 2009
  Netherlands: Trade unions place new demands on part-time unemployment scheme

  A new scheme took effect in April 2009 enabling companies to apply for part-time unemployment benefit for some of their employees. Trade unions in the sectors most affected by the global economic crisis are now making supplementary demands, including topping up benefits to equal 100% of the salary level. Employer organisations are unhappy with these demands. In response, the government has suggested setting up a mediation telephone hotline.

• 13 Jul 2009
  Greece: Government announces employment protection measures

  With the unemployment rate in Greece rising to over 9% during the first quarter of 2009, up from 7.2% in 2008, and based on estimates anticipating a further increase in 2009, the government has announced measures to protect employment. The funds for the programme, which has a two-year time horizon, amount to €3.2 billion and derive from both national and European Union resources. However, opposition parties and trade unions have criticised the measures.

• 13 Jul 2009
  United Kingdom: Surveys highlight impact of recession on pay

  Research published in May and June 2009 by the pay monitoring body Incomes Data Services and the ‘Keep Britain working’ campaign suggest that over a quarter of pay deals in 2009 have resulted in pay freezes for the employees concerned. This affects a much higher proportion of employees than in 2008. Moreover, the research reveals that more than half of UK workers have experienced a cut in pay or working hours or a loss of benefits since the recession began.

• 13 Jul 2009
  United Kingdom: Government sanctions small increase in national minimum wage

  In May 2009, the government confirmed that it had accepted the recommendations of the Low Pay Commission (LPC) for national minimum wage increases. The relatively modest increases were welcomed by employer organisations while the Trades Union Congress urged the commission to be more generous next year. The LPC emphasised that the recent smaller increases should not be seen as a policy change and that larger increases will be considered in the future depending on the economic situation.

• 13 Jul 2009
  Italy: New agreement in fishing industry

  In May 2009, the national agreement for 40,000 workers in the fishing industry was renewed. The deal reached foresaw changes to the structure of the pay system whereby wages are paid on a four-monthly basis. Also envisaged is a monthly pay system as in all other productive sectors. At the same time, the sectoral trade unions are negotiating the renewal of the food sector agreement in light of the recent reform of the Italian bargaining structure.

• 13 Jul 2009
  Cyprus: Measures to strengthen equal pay between men and women

  In late April 2009, amendments made to the existing legislation on equal pay for men and women for equal work or work of equal value is expected to help reduce the gender pay gap in Cyprus. The amendment aims to harmonise national legislation with the European directive on equal opportunities and equal treatment of men and women in employment, and also to comply with the revised European Social Charter.

• 13 Jul 2009
  Netherlands: Pension fund reserves hard hit by economic crisis

  Of all EU countries, the Netherlands has the most extensive occupational pension scheme. Almost all pension funds have suffered major losses due to the economic crisis and coverage ratios have fallen considerably. While the legislator is calling for coverage ratios to be swiftly rectified, the social partners assert that this will take more time. Coverage ratios can be raised in different ways, with varied effects for the parties involved.

• 13 Jul 2009
  Latvia: Decline in economic growth and rise in unemployment

  Economic growth has declined significantly during the past two quarters in Latvia. Real gross domestic product fell by 4.6% in 2008; during the first quarter of 2009, it fell by 18% compared with the first quarter of 2008. The decrease in economic growth is accompanied by an increase in unemployment and a risk of deepening social polarisation. In April 2009, the number of people receiving unemployment benefit doubled compared with the previous year. The average unemployment benefit was increased in April 2009.

• 13 Jul 2009
  Poland: Government accepts anti-crisis package submitted by social partners

  In early June 2009, the government approved two draft laws comprising the vast majority of the ‘Anti-crisis package’ drafted by the Tripartite Commission for Social and Economic Affairs in March. The package of measures consists of 13 initiatives with the aim of combating and preventing the negative social and economic effects of the current economic crisis. The autonomous agreement is widely seen as a revival of social dialogue.

• 13 Jul 2009
  Romania: Tripartite social dialogue paves way for social and economic pact

  Following a protest march by some 8,000 members of the National Trade Union Bloc, Romania’s labour minister invited employer organisations and trade unions to relaunch the social dialogue process. A proposal has been made for two working groups to be set up in order to discuss the amendment of the main legislation governing industrial relations. Moreover, the minister signalled his ministry’s readiness to sign a social and economic pact for 2009 with the social partners.

• 06 Jul 2009
  Greece: Multinational companies and collective bargaining

  MNCs are introducing innovative practices, but they do not include them in the framework of typical enterprise-level collective labour agreements. Such practices are mainly introduced unilaterally following guidelines in this regard from the state where their headquarters are located. There is no enterprise-level union in most MNCs. By and large, MNCs are not interested in playing a key part in collective bargaining on the sector level. Collective bargaining on the sector level is carried out mainly with employer organisations, where there is a preponderance of small and medium-sized employers.

• 06 Jul 2009
  Cyprus: Multinational companies and collective bargaining

  Although no relevant studies or research have been made so far (February 2009) in relation to the issue of collective bargaining in MNCs, there is no evidence that MNCs are the source of significant changes on industrial relations and collective bargaining in particular.

• 06 Jul 2009
  Austria: Multinational companies and collective bargaining

  In Austria, collective agreements are concluded, almost without exception, at multi-employer sectoral level. Through the system of obligatory membership of all of a sector’s companies to the responsible subunit of the Austrian Federal Economic Chamber (WKÖ), sectoral agreements cover all of the sector’s firms – irrespective of their size. Moreover, since the firms’ voting rights for the WKÖ general elections are not wheighed according to firm size, the MNCs’ influence on decision-making within the chamber structures is quite limited – a situation which also translates into the employers’ bargaining agenda, where the MNCs’ interests seem to be under-represented.

• 06 Jul 2009
  Bulgaria: Women adversely affected by economic crisis

  The Women’s Committee of the Pan-European Regional Council, with the support of the International Labour Organziation, organised a regional workshop on the theme of ‘Women in the economic crisis and the informalisation of the economy’ in Sofia in May 2009. The workshop was attended by some 60 participants, comprising representatives from Bulgarian trade unions, the government, employer organisations, non-governmental organisations and other neighbouring countries.

• 06 Jul 2009
  Cyprus: Social partners agree new provisions on parental leave

  In April 2009, in the framework of an ad hoc Technical Committee appointed by the Labour Advisory Board within the Ministry of Labour and Social Insurance, the social partners unanimously agreed on a range of legislative amendments on parental leave. The amendments aim to make parental leave more attractive for working parents and to increase the uptake of such leave. Whether workers will receive benefits while on parental leave remains subject to political decision.

• 06 Jul 2009
  Czech Republic: Czech employers push for measures to boost economy

  In April 2009, at a general meeting of the country’s largest employer organisation, the Czech Confederation of Industry, the employers raised many essential requirements and appealed to the Czech government, the parliament and the entire political representation to fulfil them. Demands include investment in research and development, a date for euro adoption, an increase in infrastructure investments, timely payments, a Labour Code amendment and an evaluation of measures.

• 06 Jul 2009
  EU Level: Impasse on changes to working time directive

  In April 2009, the European Parliament and Council failed to reach agreement on the revision of the Working Time Directive through the Conciliation Committee process. This is the first time that agreement has not been reached at the conciliation stage. Both BusinessEurope and the European Trade Union Confederation favour revisions to the directive. The employers are keen to establish a new definition of on call hours, while trade unions want to end the opt-out clause.

• 06 Jul 2009
  Greece: Ministry of Finance freezes public sector wages

  The need to reduce the public deficit has forced the Greek Ministry of Finance to decide not to increase the basic salaries of civil servants and public sector pensioners, but to provide aid in the form of an allowance and only to specific categories. Thus, this allowance will not be paid to all civil servants and pensioners. The government decision was made public in mid March 2009 and was strongly opposed by public sector trade unions, which went on a general strike on 2 April.

• 06 Jul 2009
  Czech Republic: Trade unions protest against abuse by companies of recession

  In May 2009, the Czech-Moravian Confederation of Trade Unions held a demonstration highlighting the impact of the economic crisis and protesting against companies allegedly using the crisis as a pretext to reduce wages and employee benefits. The demonstration was part of the European action days organised by the European Trade Union Confederation and supported by trade unions from other European countries, such as Bulgaria, Germany, Poland and Slovakia.

• 02 Jul 2009
  EU Countries: Multinational companies and collective bargaining

  Multinational companies (MNCs) are significant employers across Europe, with corresponding influence in national collective bargaining systems. The international organisation and management structures of MNCs – and their capacity to move production and jobs across borders – have implications for the structure, agenda and outcomes of collective bargaining. This study finds that under multi-employer bargaining arrangements, MNCs have been a major source of pressure for decentralisation, giving greater scope for company negotiation. In relation to single-employer bargaining, MNCs often set the pace. Moreover, they make widespread use of cross-border comparisons of costs and performance in local negotiations in manufacturing. The result is the implementation of cost-saving and flexibility-enhancing measures, particularly in the context of company restructuring. Relocations – actual and threatened – heighten the coercive pressures of MNCs on local negotiators.

• 02 Jul 2009
  Norway: Multinational companies and collective bargaining

  MNC play a substantial role in the Norway. A rough estimate is that 1/3 of private sector employees in companies with more than 10 employees work in foreign owned or Norwegian based MNCs. The collective bargaining system influenced by increased internationalization and market competition, but there is no major changes that can be associated by the strategies of the MNCs.

• 02 Jul 2009
  Romania: Multinational companies and collective bargaining

  The number of MNCs in Romania has grown significantly, particularly after the year 2000.They have acquired mostly public utilities companies, manufacturing industries (cement, metal, machine building, petroleum), but also financial brokering and trade businesses.So far, no social unrest or economic events have occurred having as a specific target the public image of the MNCs operating in Romania. Generally speaking, the MNCs have not been noted as bringing any contribution to the improvement of the national collective bargaining pattern, but they did propose some best practices for the social partners.

• 02 Jul 2009
  Italy: Multinational companies and collective bargaining

  The present study reports a limited influence of MNCs on the Italian collective bargaining agenda. The role of MNCs is not a leading one with regards to the industrial relations dimension. Though, according to some interviewees, MNCs are often seen as precursor in the introduction of new practices in terms of variable pay systems, human resource management (as it is the case, for instance, of policies of diversity management) and, most important, measures for health and safety at the workplace.

• 02 Jul 2009
  Slovenia: Multinational companies and collective bargaining

  Slovenia has well developed system of industrial relations, where most of labour related issues are already regulated by Employment Relationships Act. Collective bargaining coverage is approximately 96%. Sector collective agreements regulate sector specific working conditions, while company collective agreements should regulate employment relationships and working conditions in a better way. Multinational companies in Slovenia have no major influence on the outcomes of collective bargaining at sectoral level, while in company collective agreements they try to introduce more specific regulation of working conditions and employment relations that are not always in the benefit of employees.It is important to point out, that multinational companies in Slovenia, according to the definition on MNCs in the EU’s directive on European Works Councils, are present within manufacturing only in the metalworking sector and within private services in the banking and retail commerce sector. There exist no foreign-owned or home-owned MNCs in the food processing sector.

• 02 Jul 2009
  The Netherlands: Multinational companies and collective bargaining

  The Netherlands had a relatively early start as a home country for MNCs and, more generally, has a long tradition of being a very open economy. A large group of MNCs has its own company agreement, but that there is also a sizable group covered by sector agreement. The proportion of company agreements for MNCs is higher than the national average.Most foreign MNCs seem to have no trouble with the Dutch system of industrial relations. The exception are MNCs based in the USA and Japan, which try to keep the unions out. Instead, they do business with their works councils.

• 02 Jul 2009
  Finland: Multinational companies and collective bargaining

  In 2007, the foreign affiliates located in Finland employed nearly 222,000 employees. Their turnover accounted for some 20 % of the turnover of all enterprises and their personnel for a good 14 %. In 2007, the 500 largest Finnish companies employ 0.9 million employees of which 0.4 million jobs are abroad. Particularly, the home-owned MNCs have been a driving force in the change of bargaining structure from centralized collective bargaining towards company-level bargaining. The home-owned MNCs have been forerunners in implementation of flexible working time arrangements and locally agreed pay increase models too. The MNCs in Finland are covered by sectoral collective agreements.

• 02 Jul 2009
  Belgium: Multinational companies and collective bargaining

  Multinational companies are numerous in Belgium and employ a signicative part of the national employment. Collective bargaining is organised along a pyramidal hierarchy and labour norms defined minimal acceptable standards in interprofessional and sectoral agreements to be completed by companies’ agreements. This system delimits the latitude of the management in labour areas. However, the presence of MNC’s introduced new practices in companies and then in collective agreements such as temporary work or teleworking. Beyond the issues in agreements, it is more the procedures of social relationships that evolved via a judiciarisation of the management practices: recourse to lawyers to bargain with the employees’ representatives instead of the local management or again recourse to courts to settle a strike movement.

• 02 Jul 2009
  Sweden: Multinational companies and collective bargaining

  In Sweden there is a strong tradition that the labour market relies on coverage of collective agreements in order to regulate the labour market. Because MNCs are large-sized firms they have strong mandates in the employer organisations and therefore a big influence on collective bargaining. In the manufacturing sector, the coverage and influence is larger than in the service sector. The firms are pushing for decentralisation and for the possibility to have company negotiations. The strong positions of the trade unions however prevent the abandoning of sector agreements.

• 02 Jul 2009
  Spain: Multinational companies and collective bargaining

  Since year 2000 many spanish MNCs have extended in Europe, after a period of expansion in Latin America. From the perspective of employment, a part of the multinational investment creates jobs, but another part involves outsourcing. The latter is related to the disinvestment by some multinational companies from outside Spanish territory. Spain is in an intermediate position in the 'global division of labour', having neither very low pay nor very high innovation, and this make it less attractive for companies that seek one of these factors. MNCs are able to shift production across borders. They also tend to apply their Human Resources methods, potentially posing a challenge to national industrial relations institutions and practices.Their role in the transformation of organisational culture and industrial relations in Spain is very diversified. Some MNCs with headquarters in the EU Member States transmit European social values and patterns of cooperative management and industrial relations. Other european and american companies tend to impose their industrial relations, and bypass the dialogue with the unions and their participation. Some of the great MNC home-based have a high influence on collective bargaining, and lead the negotiations or have a degree of control on them. Some othe foreign-owned companies also have prominence, especially in sectors where they are majority

• 02 Jul 2009
  Lithuania: Multinational companies and collective bargaining

  In Lithuania, there is no definite information about the number of MNCs operating in the country or about the specific features of collective bargaining in multinational companies. Accordingly, the contents of this report are based on indirect statistical sources and interviews with social partners representing main Lithuanian sectors with operating MNCs and collective bargaining. The collected material demonstrates that the collective bargaining coverage and quality in MNCs are better as compared to national companies.

• 02 Jul 2009
  Estonia: Multinational companies and collective bargaining

  The activities of multinational companies are not well recorded in Estonia. There is no statistical data on the number of such companies and their characteristics and also there is no information collected on the pay and working conditions in such companies. Some estimations and conclusion may be derived from other research and social partner standpoints which are reflected in the current national contribution.

• 02 Jul 2009
  France: Multinational companies and collective bargaining

  The impact of multinational companies (MNCs) on collective bargaining has not been an area of focus in France .Moreover, this group of firms have an ambivalent role. On the one hand, multinationals generally offer more favourable wage conditions and better profitability. The majority of them, especially those of French origin, have a favourable attitude towards negotiation with trade unions, which due to the size of these companies, have a relatively strong foothold. On the other hand, multinationals, particularly those of foreign origin, cause employment uncertainty and tension. The trade unions are often less successful mobilizing employees and public opinion to safeguard jobs in these multinationals.

• 02 Jul 2009
  Poland: Multinational companies and collective bargaining

  In Polish industrial relations collective bargaining plays secondary role to the legislation. Multi-employer bargaining remains confined to the public sector. Extent of single-employer bargaining has been shrinking. According to existing sources, there is no evidence that MNCs differ drastically from other companies in the collective bargaining dimension.

• 02 Jul 2009
  UK: Multinational companies and collective bargaining’

  Multinational companies (MNCs) account for a significant proportion of private sector employment, and collective bargaining coverage is above the private sector average. Under the UK’s single-employer bargaining arrangements, MNCs act as pace-setters in negotiations on wages and conditions. Comparisons of cost and performance are widely used by management in local negotiations. Union responses to this internationalisation of the bargaining context are limited and uneven.

• 02 Jul 2009
  Malta: Multinational companies and collective bargaining

  As a general rule, the MNCs operating from Malta practise collective bargaining with the local unions and by and large they act as pattern setters as regards conditions of work and pay. Since MNCs are all the time updating their management and operations strategies they keep the unions on the edge with their continuous threats of relocation. In this new scenario the trade unions are aware that they have lost much of their former bargaining power and therefore have to be more concessionary in their dealing with the management.

• 02 Jul 2009
  Germany: Multinational companies and collective bargaining

  A relatively high proportion of multinational corporations (MNCs) are estimated to be covered by collective agreements due to their size. However, their impact on collective bargaining can be distinguished neither from the general influence of larger firms nor from the impact of intensified international competition. Prominent cases show that MNCs, works councils and unions have made unobtrusive use of opening clauses in sector agreements, while some relocation decisions have provoked strong resistance on the part of employees.

• 02 Jul 2009
  Hungary: Multinational companies and collective bargaining

  In Hungary MNCs employ 35% of the private sector workforce and produce 60% of the GDP and 65% to the export of the country. Our knowledge on collective bargaining in MNCs is limited. As far as statistics and case studies allow generalisation, one can assume that no major differences can be found between foreign and domestic companies. Basically, the majority of MNCs adopt the Hungarian standards, in other words, they are satisfied by the permissive business environment characterised by lax regulations, limited role of workers’ representation and collective bargaining.

• 02 Jul 2009
  Czech Republic: Multinational companies and collective bargaining

  No monitoring has been conducted on this issue in the Czech Republic and no specialised literature is available on the subject. As part of its annual evaluation of the outcome of collective bargaining the Czech-Moravian Confederation of Trade Unions (the largest umbrella organization) monitors the number of collective agreements concluded in companies where union branches operate and which are owned in full or in part by foreign owners. Although that definition of companies includes hundreds of smaller companies in addition to MNCs, in our opinion it can be concluded that the general finding (from the Confederation’s aforementioned evaluation) – that the participation of a foreign investor (owner) in a company in the Czech Republic does not result in a rejection of collective bargaining – probably also applies to MNCs. No other relevant data is available. The following information is based on the author’s estimates and is backed by information acquired from consultations, primarily with trade unions.

• 02 Jul 2009
  Slovakia: Multinational companies and collective bargaining

  Multinational companies played very significant role in increasing Slovakia's GDP, export volume as well as employment during the last ten years. Foreign investors invested about Euro 4.800 billion and created almost 34,800 new jobs during 2001-2007, which contributed much to the decrease of high unemployment rate from 19.2% in 2001 to 11% in 2007. MNCs played significant role in this. MNCs accepted domestic industrial relations system and did not initiate significant changes in it. MNCs are usually affiliated to local employer organisations. In many of them, mainly in subsidiaries of EU-based MNCs, trade unions operate and collective bargaining is present.

• 02 Jul 2009
  Latvia: Multinational companies and collective bargaining

  MNCs are important employers in manufacturing and service sectors. There is no evidence that MNCs consider collective bargaining in their Latvian undertakings important or have implications for collective bargaining in Latvia. MNCs do not press for changes in national collective bargaining systems. Also the agenda and outcomes of local negotiations are not influenced by cross-border comparisons of costs and performance. Impacts on these two issues are not topical for MNCs because conditions set forth by collective agreements in Latvia are more favourable for employers than in their home countries. Cross-national restructuring has not become an increasingly prominent focus for negotiations.

• 02 Jul 2009
  Ireland: Multinational companies and collective bargaining

  This study examines collective bargaining activity in multinational companies operating in Ireland as of February 2009. There is a higher level of collective bargaining coverage in multinationals than in the private sector overall. In recent years, however, there is increased evidence of so-called ‘double-breasting’ by multinationals in Ireland: older unionised sites are often unionised, whereas newer sites are increasingly non-union. Collective bargaining tends to be less prevalent in US multinationals than in multinationals of other nationalities.

• 02 Jul 2009
  Bulgaria: Multinational companies and collective bargaining

  The main role of the MNC-s subsidiaries in Bulgaria is concerned to the implementation of innovations in technologies and work organisation and to the new human resource management policies and practices. In most of the MNC-s subsidiaries the social dialogue and industrial relations are better, comparing to the average in the country. In the last decade some trends of more contradictions in industrial relations appeared and the collective bargaining process was challenged with lots of difficulties. Also in the new subsidiaries employers usually resist to the organising of workers and present much strong views in the collective bargaining process

• 02 Jul 2009
  Portugal: Multinational companies and collective bargaining

  MNCs’ influence on collective bargaining varies across sectors, according to the share of MNCs in the different branches of the economy. Due to legislation and extension mechanisms MNCs’ are not able to escape from existing branch agreements. The Labour Code (original 2003 and revised 2008) has created the possibility for employers’ associations to provoke the “expiry” of existing agreements. It seems that associations with a strong presence of MNCs tend to make more use of this possibility than others. Working time flexibility is at the top of the MNCs’ priority list in collective bargaining.