Evropská nadace pro zlepšování životních a pracovních podmínek
Nadace Eurofound je tripartitní agenturou Evropské unie, která poskytuje přehled poznatků s cílem přispívat k rozvoji lepších sociálních, zaměstnaneckých a pracovních politik
Nadace Eurofound je tripartitní agenturou Evropské unie, která poskytuje přehled poznatků s cílem přispívat k rozvoji lepších sociálních, zaměstnaneckých a pracovních politik
In 2002, women remain under-represented in leadership positions in Belgian
trade unions, and among members of employee representative bodies. The
reasons most frequently advanced for this state of affairs are family
responsibilities and social constraints. Female trade unionists are
increasingly demanding better representation, particularly in decision-making
roles, and the main unions are now seeking to change their attitudes and
increase awareness among women workers..
On 19 March 2002, the Deputy Prime Minister (Tánaiste) and Minister for
Enterprise, Trade and Employment, Mary Harney, launched a report from the
Irish Business and Employers Confederation (IBEC), entitled /Women in
management in Irish business/ and compiled by Anne Coughlan of IBEC in 2001.
The report: examines recent changes in the pattern of women's employment;
outlines the results of an IBEC survey on women in management; explores some
of the structural and attitudinal barriers to women's advancement that have
created a 'glass ceiling'; and sets out some practical measures that
employers can take to bridge the 'gender gap'.
The widely publicised 1999 'MacPherson report' following the police
investigation into the murder of black teenager Stephen Lawrence, highlighted
institutional racism as a major problem in British society. Three years on,
this article reviews how the trade union movement has responded to calls for
the social partners to tackle institutional racism in employment.
In February 2002, the European Parliament and Council of Ministers formally
adopted the EU Directive on national information and consultation rules.
After the remaining formalities, the final, official text of Directive
(2002/14/EC) establishing a general framework for informing and consulting
employees in the European Community [1] was published in the /Official
Journal of the European Communities/ (L80) on 23 March 2002. EU Member States
now have until 23 March 2005 to comply with its requirements. Under the
Directive, all undertakings with at least 50 employees (or establishments
with at least 20 employees) must inform and consult employee representatives
about business developments, employment trends and changes in work
organisation.
The present government, consisting of the social democratic Labour Party
(Partij van de Arbeid, PvdA), the liberal Party for Freedom and Democracy
(Vereniging voor Vrijheid en Democratie, VVD) and the social
liberalDemocraten 66 (D66), was in 2001 in its last full year in office.
General elections will be held in May 2002.
The political framework remained stable during 2001. The absolute majority
achieved by the conservative People's Party (Partido Popular, PP) in the 2000
general election has allowed it to govern with a fair degree of tranquillity.
The most important political event of the year was the regional election in
Galicia, which returned the People's Party with an absolute majority.
At federal level, a 'rainbow' coalition has been in power since June 1999,
made up of six parties: the Flemish Liberals and Democrats (Vlaamse Liberalen
en Democraten,VLD); the Liberal Reform Party/Democratic Front of
Francophones/Movement of Citizens for the Change (Parti Réformateur
Libéral-Front Démocratique des Francophones-Mouvement du Citoyen pour le
Changement (PRL-FDF-MCC); the (French-speaking) Socialist Party (Parti
Socialiste (PS); the (Flemish-speaking) Progressive Social Alternative
(sociaal progressief alternatief, SP.A); Ecolo (French-speaking
environmentalists); and Agalev (Flemish environmentalists). The government's
term of office runs until mid-2003 and no elections were held in 2001.
However, a number of political parties changed their name, as follows:
'Non-permanent' employment is a feature of European labour markets that has
attracted increasing attention in recent years, and has been subject to
considerable legal regulation, not least at European Union level.
Non-permanent employment can broadly be defined as all employment which is
not based on an open-ended and continuous employment contract, but which is
limited in time - the main types being employment on fixed-term contracts,
temporary agency work and casual or seasonal work. This comparative study -
based on the contributions of the European Industrial Relations Observatory
(EIRO) national centres in the EU Member States and Norway - aims to examine
the links between non-permanent employment and the 'quality' of working life,
and to look at its treatment in industrial relations. The primary focus is on
fixed-term employment, with more detailed information on temporary agency
work available in a previous EIRO comparative study - TN9901201S [1].
A confidential report commissioned by the Irish Business and Employers
Confederation (IBEC) indicates that Irish employers are determined not to
repeat what they regard as the failures of the current national agreement,
the Programme for Prosperity and Fairness [1] (PPF) (IE0003149F [2]) when it
expires at the end of 2002, according to the independent publication,
/Industrial Relations News/ (IRN). However, the report also shows that a
majority of IBEC members would still like to see the concept of partnership
continue, subject to improvements. Only a minority favour a full return to
local-level pay negotiations.
A special seminar was organised in Dublin on 25 March 2002 to mark the formal
launch of the National Centre for Partnership and Performance (NCPP [1])
(IE0104166F [2]) by the deputy Prime Minister (Tánaiste), Mary Harney. Ms
Harney is also the Minister for Enterprise and Employment. Established under
the current national agreement, the Programme for Prosperity and Fairness [3]
(PPF) (IE0003149F [4]), the NCPP replaces the poorly funded National Centre
for Partnership (NCP), which was set up under the Partnership 2000 agreement
(1997-9) (IE9706202N [5]).
The European Restructuring Monitor has reported on the employment impact of large-scale business restructuring since 2002. This series includes its restructuring-related databases (events, support instruments and legislation) as well as case studies and publications.
The European Working Conditions Survey (EWCS) launched in 1990 and is carried out every five years, with the latest edition in 2020. It provides an overview of trends in working conditions and quality of employment for the last 30 years. It covers issues such as employment status, working time duration and organisation, work organisation, learning and training, physical and psychosocial risk factors, health and safety, work–life balance, worker participation, earnings and financial security, work and health, and most recently also the future of work.
Eurofound’s Flagship report series 'Challenges and prospects in the EU' comprise research reports that contain the key results of multiannual research activities and incorporate findings from different related research projects. Flagship reports are the major output of each of Eurofound’s strategic areas of intervention and have as their objective to contribute to current policy debates.
Eurofound’s work on COVID-19 examines the far-reaching socioeconomic implications of the pandemic across Europe as they continue to impact living and working conditions. A key element of the research is the e-survey, conducted in two rounds – in April and in July 2020. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.
Eurofound’s European Company Survey (ECS) maps and analyses company policies and practices which can have an impact on smart, sustainable and inclusive growth, as well as the development of social dialogue in companies. This series consists of outputs from the ECS 2019, the fourth edition of the survey. The survey was first carried out in 2004–2005 as the European Survey on Working Time and Work-Life Balance.
Eurofound's representativness studies are designed to allow the European Commission to identify the ‘management and labour’ whom it must consult under article 154 of the Treaty on the Functioning of the European Union (TFEU). This series consists of studies of the representativeness of employer and worker organisations in various sectors.
This series reports on and updates latest information on the involvement of national social partners in policymaking. The series analyses the involvement of national social partners in the implementation of policy reforms within the framework of social dialogue practices, including their involvement in elaborating the National Reform Programmes (NRPs).
This series reports on the new forms of employment emerging across Europe that are driven by societal, economic and technological developments and are different from traditional standard or non-standard employment in a number of ways. This series explores what characterises these new employment forms and what implications they have for working conditions and the labour market.
The European Company Survey (ECS) is carried out every four to five years since its inception in 2004–2005, with the latest edition in 2019. The survey is designed to provide information on workplace practices to develop and evaluate socioeconomic policy in the EU. It covers issues around work organisation, working time arrangements and work–life balance, flexibility, workplace innovation, employee involvement, human resource management, social dialogue, and most recently also skills use, skills strategies and digitalisation.
The European Quality of Life Survey (EQLS) is carried out every four to five years since its inception in 2003, with the latest edition in 2016. It examines both the objective circumstances of people's lives and how they feel about those circumstances and their lives in general. It covers issues around employment, income, education, housing, family, health and work–life balance. It also looks at subjective topics, such as people's levels of happiness and life satisfaction, and perceptions of the quality of society.
Access to key social services, especially education and healthcare, as well as stable family life and decent housing are necessary for the well-being and development of children. Ensuring that all children have these resources is an EU priority; the European Commission is currently undertaking to recommend a Child Guarantee to address the situations of children in need. Service provision has been complicated by the COVID-19 outbreak, however, and the pandemic has put psychological and material strains on families.
How can working conditions be improved to make work more sustainable over the life course? This question has been the guiding principle for analysis of the 2015 European Working Conditions Survey data during the period of Eurofound’s work programme for 2017–2020. This flagship report brings together the different research strands from this work and gives a comprehensive answer to the question. It includes an analysis of trends in working conditions, examining whether these are the same for all workers or whether inequalities between different groups of workers are increasing.
This report analyses the involvement of the national social partners in the implementation of policy reforms within the framework of social dialogue practices, and their involvement in elaborating the National Reform Programmes (NRPs) and other key policy documents of the European Semester cycle.
This report builds on Eurofound's existing research on social mobility, assessing the distribution and transmission of wealth in Member States. It examines the roles of inheritance and household debt in explaining the transmission of advantage or disadvantage between the generations across Member States. The analysis is based on Eurosystem's Household Finance and Consumption Survey (HFCS).
This report will focus on assessing the employment impact of the COVID-19 crisis, including its effects across sectors and for different categories of workers. It will also be looking at measures implemented to limit negative effects following the Coronavirus outbreak in Europe.
This report examines the contribution of social and employment services in EU Member States to the inclusion of people with disabilities, specifically in relation to the impact these have on labour market integration – in line with the 2006 UN Convention on the Rights of Persons with Disabilities. The report includes a discussion of the costs and benefits of different approaches.
This report examines people's optimism about the future, for themselves and for others, and the extent to which it varies depending on one's social situation and perceptions of the quality of society. The study includes an analysis of the relationships between people’s perceptions of fairness and objective indicators of their social and economic situation and living standards.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the civil aviation (flight crew) sector. Their relative representativeness legitimises their right to be consulted, their role and effective participation in the European sectoral social dialogue and their capacity to negotiate agreements.
The European Green Deal is at the very top of Member State agendas across the EU. This topical update maps the national discussions – in policy, public and research debates – on the potential, ongoing or already felt impact on work and employment of the transition to a low-carbon economy. It attempts to identify the most active actors involved in these discussions (governments, social partners, NGOs and so on) and their perspectives.
This report will draw from case studies of establishments across the EU that have introduced advanced digital technologies in the workplace. The technologies in focus are the Internet of Things, 3D printing and virtual and augmented reality. Each case study – illustrated in the report - will explore the approach or strategy taken by the establishment to manage the digital transition and the impact of the deployment of the technology on the work organisation and job quality.
MEMBER OF THE NETWORK OF EU AGENCIES
Eurofound je agentura Evropské unie