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April 2012

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants.

  The key challenge facing the HORECA sector during the last four years have been the raised fee for joining the unemployment benefit fund in 2007, causing many to leave the Hotel & Restaurant Workers´ Union (HRF). Furthermore, there has been an on-going debate about the high levels of youth unemployment in Sweden and political measures to address this, as the HORECA sector is characterised by young professionals and constitute for many the first job in their professional career. Furthermore, the effects of the economic crisis hit the sector during 2009, which further complicated the social dialogue in the sector.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The hotels and restaurant sector is closely associated with the tourism industry, which in Spain accounts for 10% of the GDP. The economic crisis initiated in 2008 has resulted in a decrease in the employment in the sector which still continues despite the modest recovery of tourism activities in 2010. Regarding the working conditions, the sector is characterized by higher rates of temporary and part-time employment than the average, a predominance of seasonal work, low wages and unsocial working time. Moreover, there is a greater presence of young women and migrant workers than in the rest of the sectors. The structure of the collective bargaining is characterized by the existence of one national sectoral frame agreement regulating general issues (articulation of the different agreements, professional classification, etc.) and different regional and provincial agreements regulating the concrete working conditions. This last circumstance produces regional disparities in the wage and working time regulation. Some of the challenges affecting the sector, as the higher incidence of temporary employment, have been handled by some collective agreements while another problems, such as the gender inequality, have been treated in a rather unambitious way.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  HORECA plays an important role in the Slovenian economy employing 3, 8% of the Slovenian work force but, as a part of the tourism industry, creating about 12% of Slovenian GDP: It has a very distinctive seasonal component with a very high share of temporary and student workers. From value added and labour productivity perspectives, the tourism industry is less successful than the Slovenian economy on average but the strength of the tourism industry lies in its employment function and its indirect effects on development of underdeveloped areas, development of small and medium enterprises etc. It multiplicative factor is estimated at 1.8. All social partners agree that human factor is crucial for the success in the industry so since 2006 substantial efforts were made in the field of education, skill development and the promotion of jobs in the HORECA industry.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants sector

  The hotels and restaurant sector is an important component of the Italian economy. The sector has been severely hit by the recent economic slowdown with a drop of 15% in turnover in 2009. In this framework, the sectoral social partners have stressed the importance to support sectoral adaptability and ensure the availability of the skills needed by firms. Industrial relations in hotels and restaurant are carried out within the broader boundaries of the tourism sector.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  This contribution describes the recent development of the HORECA sector in Hungary, outlining the social dialogue, cooperation and results from both employees and employer representatives. Statistics and figures are largely unavailable, while official and representatives’ sources are inconsistent. This is known by the social partners, who are working on legalising and clarifying employment in the sector. The sectoral social partners are tackling the challenges posed by the crisis and the new century through exemplary cooperation.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants sector

  The key challenge to Hotels and Restaurants in recent years was the effects of the economic and financial crisis between 2008 and 2010. The crisis hit the whole sector with the exception of fast food catering. Employment levels, however, increased between 2007 and 2010 by about 7%. A particular challenge is a certain lack of skilled employees and difficulties within the industry to find and keep apprentices. Working conditions in the sector are marked by long and unsocial hours. Industrial relations are marked by a comparatively low bargaining coverage and the large absence of works council representation in the sector. Joint initiatives at national and sectoral level between the trade union and employers’ associations are rather limited.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  Traditionally the sector is characterised by many micro and small companies. These are seldom member of an employers’ association. As for the rest of the sector it is significant that the number of large businesses seem to increase on the expense of small family-owned businesses. The organisation density is much higher among large companies and they cover around 70% of all employees in the sector. On the union side hotels and restaurants has traditionally been a sector with low union density, which also should be seen in the light of the significant use of seasonal and part time workers.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The hotel- and restaurant sector in Norway is characterized by young workers, high degree of seasonal work, fairly low union density and above average occurrence of working environment issues and undeclared work and tax evasion. For the last years there have several cases where hotels are outsourcing one or more of their core activities, such as cleaning and food. The hotel industry was one of the industries most affected by the financial turndown in Norway. However, all in all, the majority of hotels in the sector did report of growth from 2009 to 2010.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  Although the sector was badly affected by the global downturn in 2009, the effects on the employment level were marginal. An increase in undeclared employment and temporary employment of women, youth and migrants is more likely in the high season. While more could be done in the cases of undeclared work, the issue of temporary employment has been tackled mostly with improvement in part-time legislation. The sector seems to be adapting well to the shift from organised to individual tourism while inflation in energy prices has been strongly opposed by both employers’ associations and trade unions.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The Hotels and Restaurant Sector in Luxembourg has not faced particular changes during the last 4 years. After the introduction of the legislation of 2003 – 2005 employees’ rights are better protected. The sector is characterised by high turnover and violations of working time. The collective bargaining in the sector is almost inexistent and there is no dialogue between unions and the member of HOTREC, HORESCA. There are two CLA at enterprise level – in one hotel and in one restaurant. There is recent collective bargaining in the Catering sector where new employers’ organisation was established.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  In Finland, the production and employment of the HORECA sector have improved continuously from 1994 until 2008, except for the years 2002-04, when production decreased temporary. Demand for the services of the sector, however, decreased quite strongly in 2009, due to the economic crisis, because the sector is particularly vulnerable to cyclical fluctuations. In 2009, there were 11,100 companies and 14,400 places of business in the HORECA sector. The number of employment has increased more than 5,000 people since 2006. In 2009 (from 72,744 to 79,559), a total number of employments in HORECA comprised 3.2 % of the employment total in Finland. HORECA sector accounts for 1.5 % of Finland’s GDB. The sector is strongly female-dominated; a share of female workers in employment was 72 %. The only trade union is the Service Union United PAM. Likewise; there is just one employer association, which is the Finnish Hotel and Restaurant Association MaRa. MaRa supervises and promotes the interests of hotels, restaurants and tourist companies. The last industrial action in the Finnish HORECA sector took place in 1991. Thus, the sector is particularly stabile concerning industrial peace. Both MaRa and PAM highlight the particularly good cooperation and negotiation culture.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The hotels and Restaurants sector is not very big in Estonia. In 2009 there were 1, 897 companies and 18, 000 employees active in the sector. Overall the sectoral employment made up 3.4% of total employment in the economy in 2010. There are two trade unions active in the sector, which only represent hotels, but not restaurants. Also, there is one employer association. There are no collective agreements concluded in the sector. In terms of industrial relations, the most important issue currently is the low level of social partnership and lack of social dialogue. Trade unions have indicated plans to widen their activities in the sector in the coming years.

• 24 Apr 2012
  Questionnaire for EIRO Overview Report: Employment and Industrial Relations in the Hotels and Restaurants

  HORECA is a very important sector in the Portuguese economy and labour market. The sector has registered continuous growth, but international competition puts heavy pressure on the industry. The most representative trade union organisation (FESAHT/CGTP) claims that cost cutting has resulted in a generalized increase of the workload per employee, a proliferation of precarious jobs and a deterioration of working conditions. The dominant actors in collective bargaining are FESAHT and a second trade union federation (FETESE), and five employers’ associations. It seems that industrial relations did not give a contribution to addressing the challenges facing the hotels and restaurants sector.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  In Lithuania, the sector of hotels and restaurants is one of those that have suffered most severely from the consequences of the economic and financial crisis - as a result of tax increase and impaired access to Lithuania, the gross value added in the sector decreased by 30% in 2009-2010, as compared to 2008, whereas this decrease in the whole economy was less than 15%. In Lithuania, the sector of hotels and restaurants employs around 3% of the total employed population; there are no enterprise-level or sectoral trade unions and only one employer organisation functioning in the sector. No collective bargaining has been held nor were collective agreements signed in the sector.

• 24 Apr 2012
  Questionnaire for EIRO Overview Report: Employment and Industrial Relations in the Hotels and Restaurants in BULGARIA

  The trend of steady development of tourism in the recent years in the country was interrupted by the global economic crisis. The new challenges of the economy resulting from the crisis in that industry determine the new labour relations in the industry. For the first time in 2007 the nationally representative trade union organsiations CITUB and CL Podkrepa and nationally representative employers' organization the Bulgarian Tourist Chamber (BTC) signed a collective agreement.Employers and trade unions opposed to the economic and financial crisis with reached agreements in the affected firms and companies in order to preserve jobs and minimize reduction of the staff in the sector. There are clauses in the agreements to award ofwork in the same or another company according to the legislation, reduction of the working time for certain, schedules for the period of unpaid leave and other measures aimed at staff to maintain the employment.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  According to CSO figures, employment levels have dropped by about 18,000 in the sector in the period from 2007 to 2010. At enterprise level, particularly in the hotel sector, there is evidence that unions and employers are engaging in concession bargaining to ensure the survival of the company – short time working has been introduced by agreement in some hotels. At national level employers have been lobbying to reduce pay rates, premiums and terms and conditions set down under sectoral wage mechanisms (Joint Labour Committees or JLCs). Employers have maintained that the JLC system is archaic and should be abolished. However, unions say the system protects vulnerable workers from exploitation. Proposals for reform of the mechanisms were under discussion at the time of writing.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants Sector

  Employment in the hotels and restaurants sector in Austria is characterised by a high share of female employees, a low average age of workers and a high incidence of migrant workers. The disproportionately large share of women is reflected by a comparatively high share of part-time work. Employment as such is marked by a high degree of instability and fluctuation, short duration of employment and a large risk of unemployment. For these reasons, employers have difficulties in recruiting qualified personnel and apprentices. Furthermore, more than two thirds of young workers leave the sector five years after having entered the sector. Some initiatives targeted towards skill development and attracting young workers to the sector have been implemented; however, in order to attract more apprentices and better qualified personnel, working conditions and pay are to be improved.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  In Romania, most of the active enterprises in this sector fit in the 0-9 employee company size (a segment of corporate entities that account for more than 88% of all active enterprises), while companies with 250 and more employees have diminished their share from 0.1% in 2006 to 0.07% in 2009. As result of the financial crisis, the year 2009 brought along a downturn on both the side of the gross added value and on the side of turnover for HORECA enterprises, which lost one fifth of the previous year’s turnover. The main concerns of the employers’ organizations in the HORECA sector were focused on a better management of the effects of the economic crisis of the past years and the trade unions are worried by the low level of pay, the main reason of labour force emigration. Generally the social partners in the sector do not have a distinct voice in representing their interests, and are rather discreet with regard to specific actions and initiatives in the field of employment and working conditions.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  Hotels and Restaurant sector is not large, nevertheless it is seen as perspective development sector in connection with tourism development. Before crisis in 2008, the sector showed growth trends in number of undertakings, turnover and also employment. 2009 brought sharp decline in all mentioned aspects because tourism reduced and taxes increased. In 2011, the performance improved. One trade union and three employers’ organisations define themselves as social partner organisations, however neither of them is active in collective bargaining. The sector is dominated by small undertakings. This explains why collective bargaining is absent in the sector. Collective agreements do not exist.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The horeca sector is a small, dynamic sector of the Dutch economy. It is a vulnerable sector. Nearly 90% of companies are small and employ less than 10 employees. The collective labour agreement, which is extended to the whole sector, comes close to legal minimum standards. The economic crisis has had a major impact on the sector. Since 2009 the sector has shrunken by 30.000 jobs. With the sector producing mainly for the internal market the crisis is being felt over a longer period. The sector has a bad imago. Many young employees seem not very enthusiastic to remain working in the sector. The social partners are in co-operation trying to improve working conditions and to make career possibilities more transparent. The expected shortage of personnel might give an impetus to change.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The tourism sector (including the Hotels and Restaurants sector) is very important for the Greek economy. However a distinct feature of employment in the tourism sector is a high share of flexible forms of employment, reliance on seasonal work, variable working hours and a high share of migrant workers. Also, undeclared work is common in some parts of the sector.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  196 000 businesses (4.2% of commercial services). More than 900,000 working people (excluding seasonal) 705,000 employees, 200,000 self-employed, almost 300,000 seasonal jobs in summer (FAFIH Report 2010, published June 16, 2011). The employment figures are very good in 2011 in the area since 13,900 jobs were created in the first quarter of 2011. This success is attributed to the reduction in VAT since the 1st July 2009. In counterpart for this reduction, the social partners have negotiated on the rise in minimum wages. In addition, and to improve the sector's image, many campaigns have been directed at young people. The organization in charge of vocational training (OPCA FAFIH) is also very active as the sector has a shortage of (skilled and unskilled) labour. Concerning professional representation, a new employer's organisation has seen his representativeness recognized - it represents especially large groups.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  In connection with the economic crisis, since 2008 the former capacity increase in the Czech sector of hotels, restaurants and catering has stopped and by contrast its decline was registered. Some entrepreneurs, especially the small ones, left the market, wages were declining and the employment in the sector decreased. A gradual turn has occurred since 2010. For the first time from 2008, the drop in the visitor rate stopped. However, accommodation prices remained on their historical minimum, returning to a higher level only very slowly.

• 24 Apr 2012
  Questionnaire for EIRO Overview Report: Belgium Employment and Industrial Relations in the Hotels and Restaurants

  The horeca sector in Belgium is facing some major challenges as shortages of workforce in the hotel and restaurant sector putting forward the necessity to render employement more attractive for jobseekers and young students. Furthermore, the obstacle of undeclared work, the burden of taxation on the workforce and the life long learning issue represent also key challenges for the social partners. The new collective agreement which has been signed end up on september 2011 seems to tackle these issues with success

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The HORECA sector is amongst the largest in the UK employing around 5% of the workforce. Just over half of workers are female and just less than half are part-time. Around three in five are foreign workers. The financial crisis has mostly had a negative effect on smaller and independent enterprises while larger restaurant chains and ‘budget’ hotels have grown. Union density is low throughout the sector and the main area of campaigns is concerned with the relationship between large pub companies and lessees. Unions and an employers’ organisation are engaged with a sectoral skills council and a dedicated health and safety forum for the HORECA sector.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  HORECA sector in Poland may be described as one of the mid-size sectors of the national economy in terms of NACE classification with some 250,000 persons in employment. Impact of the economic slowdown on the sector has been rather mild and industrial action has been almost non-existent since 2008. Industrial relations are weakly institutionalized. The extent of collective bargaining is modest, yet there is one multi-employer agreement. No institutional social dialogue takes place.

• 24 Apr 2012
  Employment and Industrial Relations in the Hotels and Restaurants

  The global financial crisis, which began to have an impact on the Cypriot economy beginning in late 2008, has exacerbated the pre-existing downward course of the hotels and restaurants sector; due to the nature of tourism and the place it occupies in the structure of the Cypriot economy, the adverse impacts of the financial crisis on this sector have had a multiplier effect on the economy as a whole. Although there have been no important fluctuations in the employment rate, the composition of the labour force has changed dramatically. As regards the terms and conditions of employment, the sector is characterised by a dualism in the labour market, which is divided into primary and secondary.

• 23 Apr 2012
  Germany: Temporary agency workers granted national minimum wage

  National minimum wages for temporary agency workers came into force on 1 January 2012, setting a minimum hourly wage of €7.89 in western Germany and €7.01 in eastern Germany, including Berlin. Rates will increase to €8.19 in the west and €7.50 in the east from 1 November 2012. They apply to all temporary agency workers in Germany regardless of their employer’s country of origin. Around 900,000 workers are estimated to be covered by the decree, which expires on 31 October 2013.

• 23 Apr 2012
  Romania: Teachers' protests continue despite resolution of local dispute

  While the first protest movements staged last autumn were aimed at claiming the payment of overdue salaries for teachers in the County of Teleorman, they gradually won the backup of the three representative trade union federations of the preuniversity education in Romania, diversified their demands and extended to the entire sector. Internationally, the trade unions did obtain the formal support of the European Trade Union Committee for Education. At home, however, the long-time precarious funding of the educational sector is there to stay this year too, when the dialogue between the new Cabinet and the trade unions remains open but tense.

• 23 Apr 2012
  Romania: Cabinet resigns as social partners oppose austerity measures

  Romania’s five national trade union confederations sent a second open letter to the prime minister at the beginning of 2012, refusing to attend the new National Tripartite Council for Social Dialogue. Their protest at the government’s unilateral amendments to the Social Dialogue Act, and other austerity measures introduced without consultation, was followed in February by widespread public demonstrations, ending with the resignation of Prime Minister Emil Boc and his cabinet.

• 23 Apr 2012
  Hungary: Young doctors leave to work abroad

  Hungarian trainee doctors are unhappy with their wages, claiming they earn less than fast-food restaurant workers. Since 2004, at least 3,000 physicians have left to work abroad, creating a growing problem with some 1,500 medical posts unfilled. The government has plans to retain young doctors, but resources are limited. The Hungarian Chamber of Doctors supports the trainees’ organisation, the Resident Doctors’ Association, in putting pressure on the government.

• 23 Apr 2012
  Norway: EFTA Court rules on employment conditions of posted workers

  In January 2012, the Court of Justice of the European Free Trade Association States (EFTA) gave its advisory opinion on the legality of extending Norway’s collective agreement to foreign workers in the shipyard and offshore yard industry. The court advised that foreign service providers could not be obliged to give compensation for travel, meals and lodging in accordance with the posted workers directive. Unions fear that foreign workers’ working conditions will suffer.

• 23 Apr 2012
  Estonia: Teachers strike over low pay

  After months of negotiations and demonstrations, the Estonian Education Personnel Union announced its members would strike between 7 and 10 March 2012 in protest at teachers’ low pay. Pay negotiations started in September 2011, and the teachers’ minimum wage has not risen since 2009, but the government has said that it does not have the resources to pay the 20% increase being demanded. Around 15,000 teachers took part in the strike and 4,000 demonstrated in Tallinn on 7 March.

• 23 Apr 2012
  Czech Republic: Retail chain wins equal opportunities award

  For the first time, a retail cosmetics and toiletries chain, DM Drogerie Markt, was among the recently announced winners of the Czech Republic’s ‘Company of the Year: Equal Opportunities Award 2011’. In first and third places were the bankers Česká spořitelna and IBM Czech Republic, less surprising winners since the banking and IT sectors are known for supporting female employees. The awards highlight the country’s most successful equal opportunities policies.

• 23 Apr 2012
  Cyprus: Industrial action in the construction sector

  Since the beginning of 2012, a series of strikes have taken place in Cyprus in which workers have protested about violated labour agreements and the refusal of employers to grant wage increases. At the forefront of the country’s currently turbulent labour relations are construction sector workers, who have warned that they will step up industrial action if employers fail to enforce an agreement regulating subcontracting, or to accept government proposals for mediation.

• 23 Apr 2012
  Slovakia: Shortened working time at largest steel company

  U.S. Steel Košice, the biggest steel company in Slovakia, responded to a drop in orders, primarily from the construction sector, by agreeing with trade unions to introduce a four-day working week for two months from January 2012. Employees would receive 60% of their wages for the lost day of work. Management wanted to preserve jobs and be more flexible in reacting to actual customer demand and the economic situation. But the company resumed normal hours after only one month, as their economic situation had improved.

• 23 Apr 2012
  Malta: No consultation on labour law change

  In 2011, Malta added an amendment to its Employment and Industrial Relations Act 2002 (EIRA), empowering the minister responsible for transport to declare specific jobs in land and sea-based transport in Malta as ‘essential services’, effectively removing the right to strike from transport workers. This change to labour law was made without consulting the social partners and is in contrast to the consensual approach that characterised the evolution of the EIRA a decade ago.

• 23 Apr 2012
  Slovenia: Unions demand end to asset stripping buyouts

  The Union of Free Trade Unions of Slovenia (ZSSS) has demanded tougher legislation to stop firms being asset-stripped after management buyouts. ZSSS has written to parliament setting out its concerns about job losses and the destruction of companies. Some laws have been amended but unions insist further action is needed, including publication of a secret government report. Slovenia’s shares and security markets regulator recorded 215 buyouts between 1998 and 2010.

• 23 Apr 2012
  EU Level: Commission publishes White Paper on sustainable pensions

  In February 2012, the European Commission published a White Paper looking at how to create adequate, safe and sustainable pensions in the European Union. The White Paper contains a range of hard and soft initiatives intended to help create conditions that will enable a balance between time spent working and time in retirement, to ensure that those who move to another country can keep their pension rights, and to help people obtain adequate pensions once they are retired.

• 23 Apr 2012
  EU Level: New social dialogue committee for food and drink industry

  On 23 January 2012, the European Federation of Food, Agriculture and Tourism Trade Unions and the employer organisation FoodDrinkEurope signed a joint agreement to launch social dialogue in the European food and drink industry, under the auspices of the European Commission. The sector was the last of Europe’s large manufacturing sectors to form a social dialogue committee and its first task is to address ways of making the sector more attractive to younger workers.

• 23 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  In 2009, 239,000 people were employed in Germany’s insurance sector. Employees are represented by three unions, the United Services Union (ver.di), the professional union DHV and the German Association of Bank Employees (DBV). Collective bargaining for employers in the sector is conducted by The Employers Association for Insurance Companies in Germany (AGV), The Federal Association for Insurance Salespersons (BVK) and the German Association for Managerial Staff in the Insurance Sector (VGA).

• 23 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  In the Greek Insurance Sector, the main actors are the Hellenic Federation of Insurance Companies’ Employees Associations (ΟΑSΕ), the Hellenic Association of Insurance Companies (ΕΑΕΕ), the Hellenic Insurance Brokers Association (SEMA), and the Pan-Hellenic Federation of Insurance Agents (POAP). In 2009, a single Collective Employment Agreement (SSE) was concluded, covering all employees, except those in insurance agencies. A ruling by the Organisation for Mediation and Arbitration (OMED) gave similar working terms to insurance agencies employees (POAP) as to those working at SEMA. Both these SSEs were in force from 1 January, 2009 to 31 December, 2010.

• 23 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  Insurance is a small sector in the Czech Republic. Insurance companies have reported good results, even during the economic crisis. The growing competitive environment offers good conditions for further development of the sector, especially as the results of some surveys show that companies are optimistic about an increase in their market share. At sectoral level, social dialogue is led by the Trade Union of Banking and Insurance Workers and the Association of Banks and Insurance Companies. These organisations also conclude the collective agreement for their sector.

• 23 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector’

  The UK insurance sector is important in economic terms (managing investments amounting to around a quarter of the country’s net worth), though it accounts for less than 1% of total employment. The great majority of significant employers in the industry are represented by the Association of British Insurers. The main trade union is Unite, though several smaller unions organise in the sector, and union density is estimated at around 16%–20%. Collective bargaining occurs in most of the large insurance companies, and covers an estimated 30% or so of the sector’s workforce.

• 23 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  While the number of companies in the private insurance sector increased to 71 by 2008, the number of employees decreased by over 10% between 2000 and 2009. In 2009, 29,694 employees were working for the relatively large companies in the sector, marking a sectoral employment share of 0.73%. Employers are obliged to be members of the country’s Federal Economic Chamber (WKO) and of the Austrian Insurance Association (VVO) which has taken over from the WKO’s insurance sub- committee. The GPA-djp represents the interests of most white-collar workers in the sector, with the vida trade union representing the few blue-collar workers.

• 05 Apr 2012
  Belgium: New government plans sweeping reforms

  After the longest political crisis in history, Belgium finally has a new federal government led by the Walloon socialist Elio Di Rupo. Pressured by the economic crisis, the demands of the European Union and a strong centre-right Flemish nationalist opposition, the government has embarked on an ambitious list of reforms in employment and social affairs. The pension reforms it has proposed are the most important and have already prompted union disputes across the country.

• 05 Apr 2012
  Latvia: Unrest in the education and health care sectors

  The Latvian health and education ministries have provoked trade union protests after proposing fundamental reforms to their sectors. The Minister for Education proposed several changes, among them lengthening the school year, and the Minister for Health has proposed that only tax payers should have access to some state-financed health care services. The protesters were opposed to the hasty proposals and the financial stress created by an enduring austerity regime.

• 05 Apr 2012
  EU Level: Commission to consult on boardroom gender imbalance

  The European Commission has been working on redressing the gender imbalance in company decision-making for some time, although progress has been slow. On 5 March 2012 it launched a consultation of stakeholders on the issue, which will run until 28 May 2012. It will feed into an assessment of possible EU-level measures to enhance female participation in economic decision-making, and will help the Commission decide whether to propose action and what form such action might take.

• 05 Apr 2012
  EU Level: New agreement on working time in inland waterways

  On 15 February 2012, the EU-level social partners in the inland waterways sector signed an agreement setting out specific rules governing working time for workers on passenger or cargo transport ships in inland waterways across the EU. The agreement, which was amicably reached by the partners, covers weekly working time, night working, holidays and daily and weekly rest periods. The agreement means that the Working Time Directive will no longer apply to this sector.

• 05 Apr 2012
  Belgium: Union protest against government’s austerity package

  The first austerity measures and pension reforms introduced by Belgium’s new Di Rupo government were met with trade union protests. After a hastily organised public sector strike, the first general 24-hour strike since 1993 was called by three union confederations. The direct cause of the protest was the lack of social dialogue on proposed reforms to the pension system. However, a more fundamental issue has become the polarisation over handling the current crisis.

• 05 Apr 2012
  Ireland: Job cuts are central to recession cost-cutting strategy

  New research challenges the perception that pay cuts have been widely used in the Republic of Ireland during the recession to avoid job losses. The research, based on earnings figures from the Central Statistics Office, shows that jobs were cut in nine out of 10 private sector firms where wage bills were also cut or increased during the recession. However, the Irish Business and Employers Confederation suggests that the study group did not include enough small businesses.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The insurance sector is a small sector which, nonetheless, has doubled in size over the past few years. Employee representation in the sector is rather low and only loosely regulated by collective agreements. Although there is no workers’ union specifically dedicated to this industry, workers in the insurance sector may join either of three unions. In reality, only two unions have members from this sector, and only one of these has collective agreements with employers in the sector.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  There are seven trade union organisations and two employer associations in the Italian insurance sector: The National Association of Insurance Enterprises (ANIA) and The Italian Association of Assistance Societies (AISA). The AISA has five member companies that are also members of the ANIA, which represents nearly all the companies in the sector. There was an economic upturn in the sector in 2009, following a drop in 2008. This improvement was due to a considerable increase in life premiums (+47%) and a profit of almost EUR 4 billion. Thanks to the positive relations between the partners, there are numerous bilateral bodies and important trilateral funds in the sector.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  Less than one percent of Swedish employees work in the insurance sector which is closely linked to the Swedish banking sector. The dominating employer association, the Swedish Insurance Employers' Association (FAO), concentrates exclusively on the sector. There is also the Cooperative Movement Bargaining Organisation (KFO) representing co-operative businesses and non-profit organisations, and the Swedish Banking Institutions’ Employer Association (BAO) which focuses primarily on employers in the banking sector. The main trade union is the Trade Union for Insurance and Finance (FTF). Complementary trade unions in the sector are three member trade unions in the Swedish Confederation of Professional Associations (SACO) and the Financial Sector Union of Sweden (Finansförbundet).

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  There is one employers’ association (APS) and three trade unions (STAS, SINAPSA and SISEP) in the Portuguese insurance sector. APS organises almost the whole workforce. The sectoral union density lies between 40%–50%, considerably above the national average. STAS/UGT is the largest union. There is one collective agreement signed by APS and the three unions, which covers the whole sector. APS is consulted by the government, although the unions are not. There is no consultative body in the sector, but APS is represented at the consultative council of the regulatory body for insurance services (ISP). There is no mechanism to measure the representativeness of the three competing unions.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The insurance sector accounts for less than 1% of Spain’s aggregate employment. It is a sector characterised by a centralised collective bargaining structure, with one national sectoral multi-employer agreement covering the great majority of the employees, and 11 single employer agreements which accord well with the multi-employer agreement. \There are two unions, FeS-UGT and COMFIA-CCOO, which together account for more than 80% of the representativeness in the elections for work councils and labour delegates. There is one employer organisation, UNESPA, which represents approximately 90% of the sector’s businesses.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The insurance sector in Cyprus accounted for 0.5% of total employment in 2009, and 0.9% of the value of the national economy in 2008 There are substantial difficulties as far as representation and collective bargaining are concerned, mainly as a result of the nature of the work. Those who have the status of ‘employee’ are a minority in the sector, which is characterised by moderate rates of union density and bargaining coverage at company level. However, the greater part of the sector comprises self-employed insurance agents, who do not have any union representation and are not covered by collective bargaining.

• 05 Apr 2012
  Representativeness of trade unions and employer associations in the insurance sector

  Insurance is a stable sector in Belgium, although there is a trend towards concentration. This has led to decreased employment, with the associated challenge of an ageing workforce. As in other sectors of the Belgian economy, the sector is characterised by a traditional model of social dialogue and mutual recognition of employers’ organisation and trade unions in one joint sector committee. Collective bargaining is based on a sectoral framework with further implementation at company level.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  Between 2008–2009, the sector witnessed a rise across its markets, from an increase of 0.88% in the non-life insurance sector compared with a 2.55% rise in the life insurance sector.. Trade unions in the sector are the Luxembourg Association of Bank and Insurance Employees (ALEBA), the Luxembourg Confederation of Independent Trade Unions/ The Union of Banks and Insurance (OGB-L/(SBA), The Luxembourg Confederation of Christian Trade Unions (SESF) – Fédération des syndicats chrétiens luxembourgeois / Lëtzebuerger Chrëschtleche Gewerkschaftsbond (LCGB). There is just one employers’ organisation, the Association of Insurance companies (ACA).

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  Sectoral social dialogue bodies do not exist in the insurance sector in Hungary, although interest organisations operate on both sides. This study focuses on two subsectors of NACE 65 organisations (NACE 65.11, 65.12, 65.20) and on the activity of pension-fund organisations (NACE 65.30). Both subsectors are strongly affected by the economic crisis, and the consequent financial measures of the government. Professional organisations do not focus on employment issues, therefore it was very difficult to get any employment figures for their membership, but the new governmental measures will certainly have an impact

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The insurance sector is very small in Estonia. In 2008 there were only 17 insurance companies, employing 1,840 people (0.3% of all employees in the economy). However, employment in this sector has remained quite stable in recent years with no significant changes. Although the sector is not covered by a multi-employer collective agreement, there are two employer associations and a trade union, all of whom are involved in sector-related policy consultations.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The insurance sector accounts for (in terms of companies, employees and value added, created in the sector) less than 0.5% of Lithuania’s whole economy. Since 2006, when the number of companies fell dramatically, the sector has remained stable. There are two employer organisations and sectoral density in terms of companies in 2010 was close to 70% (40% in terms of employees). Conversely, employees in this sector are rather poorly organised. There is only one trade union in the sector; trade union density is 4%. There is only one company-level collective agreement – in the largest insurance company LD – and collective bargaining coverage in the insurance sector is almost 20%.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The insurance sector in Romania has grown significantly in the last few years. During 2002–2008, the number of companies increased by 38%, employment by 45%, and the number of employees by 56%. All 65 companies in the sector (0.01% of the companies in the entire economy) are privately run with foreign capital. There is only one trade union representative at sectoral level (the Trade Union Federation of Insurance and Banking). None of the professional associations in the sector has representativeness or the right to negotiate and conclude collective agreements at sectoral level. As a result, there is no sectoral collective agreement, but the sector is subject to the provisions of the national unique collective agreement for 2002–2010.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The insurance sector is a small but important sector in the Dutch economy. There are two sub sections or domains, insurance companies and intermediaries. There are two employer organisations, the Association of Insurers (VvV) and Adfiz (previously Fidin), and four employee organisations: FNV Bondgenoten, CNV Dienstenbond, De Unie, BBV and, on behalf of the self-employed, the FNV Zelfstandigen. About 25% of employees are organised. The four unions are recognised parties at the negotiation table and thus signatory partners to the extended collective agreement in the insurance section. The extended multi employer collective agreement (for the smaller companies) covers about 35% of the 50,000 employees. The large companies, all members of VvV, each have their own company agreement and dominate the sector. VvV covers 95% of the market. This implies that about 95% of employees ares employed in a member company of VvV. Adfiz organises about 14% of companies (intermediaries). In this domain there is no multi-employer agreement and Adfiz is not involved in collective bargaining.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The Polish insurance sector has been steadily growing in terms of economic performance since2000, yet the last two years have witnessed a period of restructuring and job cuts. Despite mandatory membership in the national economic chamber for the sector, no national-level employers’ organisation exists. Consequently, the chances of getting a multi-employer agreement are slim. Industrial relations are pluralistic, and the position of the trade unions is weak, yet collective bargaining coverage is relatively high.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  It is estimated that the insurance sector employs less than 1% of the Irish labour force, as in 2009, the Irish Insurance Federation (IIF), represented 63 companies, employing a total of 14,300 workers. Most of the sector’s large companies recognise unions for collective bargaining and had complied with the national social partnership agreements until employer group IBEC withdrew from the agreements in 2009. According to the Central Statistics Office (CSO), trade union density in ‘Financial, insurance and real estate activities’ was 31% in 2008. A 2009 survey by the Economic and Social Research Institute (ESRI) found that rates of trade union recognition in the ‘Financial/Insurance/Business’ sectors was 22%, with collective bargaining rates at 14%.

• 05 Apr 2012
  The representativeness of trade unions and employers associations in the insurance sector

  The insurance sector in Slovenia is relatively small and highly concentrated, with the market share of former state-owned monopoly Triglav at about 40%. During 2004–2010 there was constant growth in terms of premiums for both life and non-life insurance. The number of employees reached 6,300 in 2009 with an additional 4,000 working in the sector as insurance agents. Social dialogue in the sector is thriving.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The French insurance industry has experienced relative stability over the past ten years. In 2008, the overall market showed a marked decrease in its annual turnover (- 6.3%). This decline is a direct consequence of the 8.9% decrease in contributions in personal insurance (life, health, accident), especially life insurance which has suffered from fierce competition in savings products for the short term (INSEE).With growth of 5% to late October 2010, it is experiencing a sharp slowdown compared with 2009. There is a healthy social dialogue, and in early 2011, a very innovative agreement was reached with the French Federation of Insurance Companies FFSA and the Group of Mutual Insurance Companies (GEMA) on social dialogue.

• 05 Apr 2012
  The representativeness study of trade unions and employer associations in the insurance sector

  The insurance sector has a very small share of the economy in Slovakia - about 0.4% in 1999 and about 0.5% in 2009. Employees in the sector are organised in the sectoral trade union association OZ PPaP. Employers are affiliated to two employer organisations – SLASPO and SASP. However, only SLASPO is involved in sector-related multi-employer collective bargaining with OZ PPaP. Multi-employer and single-employer collective agreements cover almost 95% of employees in the sector. SLASPO and OZ PPaP are, through their membership in national trade union and employer organisations, also involved in tripartite consultations, which include sector-related policy matters. SASP is also consulted about those matters.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The Bulgarian insurance market is small but has a huge potential for development. The country’s insurance firms reported a gross premium income for the first six months of 2010 of €352.77m. This is about 5.1% lower than the premiums for the same period in 2009. Revenue in the insurance sector began to decline in the middle of last year. At the same time, there was an increase of more than 6.2% in the amount paid out in claims, reaching €195.38m for the six-month period. The insurance industry has grown rapidly with the help of foreign firms since a market reform in 1997. The expansion has been boosted by the introduction of health and pension insurance plans.

• 05 Apr 2012
  The representativeness of trade unions and employer associations in the insurance sector

  The Danish Insurance sector has been affected by the financial crisis, but it has not been hit as hard as the rest of the financial sector. Traditionally, coverage of collective agreements, as well as organisation density, for both employees and employer organsations in the financial sector (including insurance) are among the highest in Denmark. There is only one employer organisation, the Danish Employers’ Association for the Financial Sector (FA) and only one employee organisation, the National Insurance Workers’ Association (DFL), therefore only one collective agreement covers the whole sector.