Hungary: representativeness of the European social partner organisations – Sea and coastal water transport
Hungarian sea and coastal transport has been of little consequence since the end of the second world war and it has basically ceased to exist since the beginning of the 1990s, hence the sector is not present in the country's economy today. The core activities of Hungarian Shipping Company (Magyar HajózásiRészvénytársaság, MAHART), which was a state company operating water transport services, today include river navigation and tourism.
1. Sectoral properties
Please provide the following data:
| 1994 | 2005** | |
| Number of companies | 0 | 0 |
| Aggregate employment* | 0 | 0 |
| Male employment* | 0 | 0 |
| Female employment* | 0 | 0 |
| Aggregate employees | 0 | 0 |
| Male employees | 0 | 0 |
| Female employees | 0 | 0 |
| Aggregate sectoral employment as a % of total employment in the economy | 0 | 0 |
| Aggregate sectoral employees as a % of the total number of employees in the economy | 0 | 0 |
* employees plus self-employed persons and agency workers
** or most recent data
2. The sector’s unions and employer associations
This section includes the following unions and employer associations:
1. unions which are party to sector-related collective bargaining
(In line with the conceptual remarks outlined in the accompanying briefing note, we understand sector-related collective bargaining as any kind of collective bargaining within the sector, i.e. single-employer bargaining as well as multi-employer bargaining. For the definition of single- and multi-employer bargaining, see 4.3.)
N.a.
2. unions which are a member of the sector-related European Union Federation (i.e. ETF – European Transport Workers’ Federation – Maritime Transport Section)
N.a.
3. employer associations which are a party to sector-related collective bargaining
N.a.
4. employer associations which are a member of the sector-related European Employer Federation (i.e. ECSA – European Community Shipowners’ Association)
For the notion of ‘sector-related’, see the conceptual remarks in the accompanying background briefing note. Please be reminded that trade unions and employer associations concluding only collective agreements whose purview covers, for instance, inland water transport according to NACE 61.2 but no part of sea and coastal water transport according to NACE 61.1 must not be taken into consideration!
N.a.
2a Data on the unions
N.a.
2a.1 Type of membership (voluntary vs. compulsory)
2a.2 Formal demarcation of membership domain (e.g. blue-collar workers, private-sector workers, maritime transport employees, etc.)
2a.3 Number of union members (i.e. the total number of members of the union as a whole)
2a.4 Number of union members in the sector
2a.5 Female union members as a percentage of total union membership
2a.6 Density with regard to the union domain (see 2a.2)
2a.7 Density of the union with regard to the sector
2a.8 Does the union conclude collective agreements?
2a.9 For each association, list their affiliation to higher-level national, European and international interest associations (including cross-sectoral associations)
Union density is defined as the ratio of union members to potential union members, as demarcated by the union’s domain and by the sector.
2b Data on the employer associations
N.a.
2b.1 Type of membership (voluntary vs. compulsory)
2b.2 Formal demarcation of membership domain (e.g. SMEs, small-scale crafts/industry, sub-sectors of sea and coastal water transport, etc.)
2b.3 Number of member companies (i.e. the total number of members of the association as a whole)
2b.4 Number of member companies in the sector
2b.5 Number of employees working in member companies (i.e. the total number of the association as a whole)
2b.6 Number of employees working in member companies in the sector
2b.7 Density of the association in terms of companies with regard to their domain (see 2b.2)
2b.8 Density of the association in terms of companies with regard to the sector
2b.9 Density in terms of employees represented with regard to their domain (see 2b.2)
2b.10 Density in terms of employees represented with regard to the sector
2b.11 Does the employer association conclude collective agreements?
2b.12 For each association, list their affiliation to higher-level national, European and international interest associations (including the cross-sectoral associations).
3. Inter-associational relationships
N.a.
3.1. Please list all unions covered by this study whose domains overlap.
3.2. Do rivalries and competition exist among the unions, concerning the right to conclude collective agreements and to be consulted in public policy formulation and implementation?
3.3. If yes, are certain unions excluded from these rights?
3.4. Same question for employer associations as 3.1.
3.5. Same question for employer associations as 3.2.
3.6. Same question for employer associations as 3.3.
4. The system of collective bargaining
N.a.
Collective agreements are defined in line with national labour law regardless of whether they are negotiated under a peace obligation.
4.1. Estimate the sector’s rate of collective bargaining coverage (i.e. the ratio of the number of employees covered by any kind of collective agreement to the total number of employees in the sector).
4.2. Estimate the relative importance of multi-employer agreements and of single-employer agreements as a percentage of the total number of employees covered. (Multi-employer bargaining is defined as being conducted by an employer association on behalf of the employer side. In the case of single-employer bargaining, it is the company or its subunit(s) which is the party to the agreement. This includes the cases where two or more companies jointly negotiate an agreement.)
4.2.1. Is there a practice of extending multi-employer agreements to employers who are not affiliated to the signatory employer associations?
4.2.2. If there is a practice of extending collective agreements, is this practice pervasive or rather limited and exceptional?
4.3. List all sector-related multi-employer wage agreements* valid in 2005 (or most recent data), including for each agreement information on the signatory parties and the purview of the agreement in terms of branches, types of employees and territory covered
* Only wage agreements which are (re)negotiated on a reiterated basis. For the notion of ‘sector-related’, see the conceptual remarks in the accompanying briefing note. Please be reminded that agreements whose purview covers, for instance, only inland water transport according to NACE 61.2 but no part of sea and coastal water transport according to NACE 61.1 must not be taken into consideration! In case of regionally differentiated, parallel agreements, an aggregate answer explaining the pattern may be given.
| Bargaining parties | Purview of the sector-related multi-employer wage agreements | ||
| Sectoral | Type of employees | Territorial | |
5. Formulation and implementation of sector-specific public policies
N.a.
5.1. Are the sector’s employer associations and unions usually consulted by the authorities in sector-specific matters? If yes, which associations?
5.2. Do tripartite bodies dealing with sector-specific issues exist? If yes, please indicate their domain of activity (for instance, health and safety, equal opportunities, labour market, social security and pensions etc.), their origin (agreement/statutory) and the interest organisations having representatives in them:
| Name of the body and scope of activity | Bipartite/tripartite | Origin: agreement/statutory | Unions having representatives (reps) | Employer associations having reps. |
* Sector-specific policies specifically target and affect the sector under consideration.
6. Statutory regulations of representativeness
N.a.
6.1. In the case of the unions, do statutory regulations exist which establish criteria of representativeness which a union must meet, so as to be entitled to conclude collective agreements? If yes, please briefly illustrate these rules and list the organisations which meet them.
6.2. In the case of the unions, do statutory regulations exist which establish criteria of representativeness which a union must meet, so as to be entitled to be consulted in matters of public policy and to participate in tripartite bodies? If yes, please briefly illustrate these rules and list the organisations which meet them.
6.3. Are elections for a certain representational body (e.g. works councils) established as criteria for union representativeness? If yes, please report the most recent electoral outcome for the sector.
6.4. Same question for employer associations as 6.1.
6.5. Same question for employer associations as 6.2.
6.6. Are elections for a certain representational body established as criteria for the representativeness of employer associations? If yes, please report the most recent outcome for the sector.
7. Commentary
This sector does not exist in Hungary
Orsolya Polyacskó, Institute of Political Science of Hungarian Academy of Science