Publications

Search results: 977 items found
  • Article
    3 Leden 2007

    On 22 September 2006, several of the social economy sector representative
    employer organisations and trade unions signed the first agreement on
    continuing vocational training [1]. The agreement covers the entire social
    economy sector, such as associations, mutual benefit companies, mutual
    insurance establishments and cooperatives, and provides a lifelong access to
    training for employees of the sector. The social partners signed the
    agreement following two years of negotiations and almost three years after
    the landmark interprofessional agreement on continuing vocational training
    was concluded (*FR0311103F* [2]).

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/vocational-training
    [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/agreement-signed-on-continuing-vocational-training

  • Article
    3 Leden 2007

    The reform of the public employment placement service, which was introduced
    in January 2005 with the Social Cohesion Law (*FR0409104F* [1]), put an end
    to the National Employment Agency’s (Agence nationale pour l’emploi, ANPE
    [2]) legal monopoly over placement services for unemployed people. The
    reform, which will allow private players to be involved in placing
    jobseekers, is aimed at speeding up access to employment and thus reducing
    unemployment benefit expenditure.

    [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/social-cohesion-plan-presented
    [2] http://www.anpe.fr/

  • Article
    3 Leden 2007

    In recent years, increasing attention has been directed towards the incidence
    of sickness absence in Denmark. For example, the Ministry of Employment
    (Beskæftigelsesministeriet [1]) has calculated that about 142,000 Danish
    employees per annum take sickness leave. In light of this fact, the ministry
    stresses the potential benefits of reducing the level of sickness absence in
    terms of increasing productivity levels and improving the well-being of
    employees. In this context, research is being conducted at the National
    Institute of Occupational Health (Arbejdsmiljøinstituttet [2]) on the causal
    determinants of sickness absence and exclusion and on how to retain people in
    work. Recently, the institute published a study on ‘Work environment
    factors associated with long-term sickness absence and return to work’
    (444Kb PDF) [3].

    [1] http://www.bm.dk/sw476.asp
    [2] http://www.ami.dk/Forskningsresultater/Fravær.aspx
    [3] http://www.ami.dk/upload/mla_phd.pdf

  • Article
    3 Leden 2007

    The Austrian Chamber of Labour (Arbeiterkammer Österreich [1]) carried out a
    quantitative study on older workers, focusing on their access to and
    satisfaction with training, among other issues. The survey involved more than
    600 employees over the age of 45 years, who are employed in six different
    companies and sectors. In three of these sectors (wholesale and retail sales,
    construction industry, healthcare), both blue-collar and white-collar
    employees were interviewed according to a set questionnaire. In the
    electronic and electrical engineering industry and in the pharmaceutical
    industry only white-collar workers were interviewed while only blue-collar
    employees were interviewed in the vehicle construction sector. The
    questionnaire not only focused on the situation regarding the workers’
    current place of employment but also on their job history.

    [1] http://www.arbeiterkammer.at/

  • Article
    3 Leden 2007

    Interrupting one’s career to take parental leave has been an option in the
    Czech Republic, in comparison with other European countries, for a relatively
    long period of time. Until a child reaches the age of three years, employees
    with children are guaranteed the possibility of returning to their original
    job following a period of parental leave. However, employers do not have to
    adhere to this obligation if they decide to restructure the workforce or
    change the production programme. In some professions, a three-year absence is
    considered too long a time to maintain the required qualifications to
    continue the job without knowledge of developments in the profession or
    ongoing practice.

  • Article
    3 Leden 2007

    In March 2005, the Employment and Training Corporation (ETC [1]) published
    the findings of a research project entitled ‘An enabling framework for
    telework’ (425Kb PDF) [2]. The study provides details of the current local
    situation with regard to telework [3] and identifies the developmental
    changes that are occurring in the labour market, most of which are due to
    technological advances in the information technology (IT) sector. As no
    comprehensive legal framework covering telework exists yet in Malta, this
    form of work is being used on an informal or ad hoc basis.

    [1] http://www.etc.gov.mt
    [2] http://etc.gov.mt/docs/An Enabling Framework for Telework.pdf
    [3] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/telework

  • Article
    3 Leden 2007

    The BBSS Gallup International (BBSS Gallup [1]) national representative
    survey entitled ‘Emigration attitudes’ (1Mb MS PowerPoint file) [2],
    which was carried out in August 2006, aims to collect reliable information
    about attitudes to emigration among the adult population, particularly in
    light of Bulgaria’s forthcoming EU accession on 1 January 2007. The
    Bulgarian Minister of Labour and Social Policy, Emilia Maslarova, presented
    the preliminary findings of the survey at the United Nations (UN [3]) general
    assembly on ‘High-level dialogue on international migration and development
    [4]’, held on 14–15 September 2006.

    [1] http://www.gallup-bbss.com/
    [2] http://www.mlsp.government.bg/bg/docs/BBSS_Main Report_Emigration attitudes_Sept 2006_eng.ppt
    [3] http://www.un.org/
    [4] http://www.un.org/esa/population/hldmigration/