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  • Article
    18 Duben 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.

  • Article
    18 Duben 2002

    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:

  • Article
    17 Duben 2002

    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]).


  • CAR
    17 Duben 2002

    '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].


  • Article
    17 Duben 2002

    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.


  • Article
    14 Duben 2002

    On 7 March 2002, the government decided to appoint a special commissioner
    with the task of examining women's representation in leading positions in
    private sector business. The commissioner will review the participation of
    women at management and board levels and look at matters such as the gender
    distribution among managers and deputy managers in various branches and
    geographical areas. Taking account of current research in this area, the
    commissioner will summarise the current state of knowledge regarding the
    obstacles to women's participation and the structures that determine
    developments in this area. The commissioner will also examine the working
    conditions for women in management positions.

  • Article
    14 Duben 2002

    In spring 2002, Luxembourg's OGB-L trade union confederation called for a
    round table meeting on the country's merchant shipping register and flag,
    with a view to establishing social and other standards designed to ensure
    that it no longer acts as a 'flag of convenience'.

  • Article
    14 Duben 2002

    In March 2002, the Netherlands' tripartite Social and Economic Council (SER)
    issued its opinion on the reform of the Occupational Disability Insurance Act
    (WAO), which will be used by the government as the basis for legislative
    proposals. Although employers and trade unions are generally in agreement,
    they have some reservations.

  • Article
    14 Duben 2002

    In April 2002, the German Federation of Trade Unions (Deutscher
    Gewerkschaftsbund, DGB) published a report on the activities of its legal
    protection agency (DGB Rechtsschutz GmbH), which provides legal advice to
    members and brings legal proceedings on their behalf. According to the
    report, the agency won a total of EUR 725 million in the courts for DGB
    members in 2001. About EUR 375 million was obtained in labour court
    proceedings and EUR 350 million in social security court proceedings.

  • Article
    14 Duben 2002

    The Finnair airline, mainly owned by the Finnish state, decided in February
    2002 to start using temporary agency workers from Asian countries on its Far
    East flights. The SLSY cabin crew trade union finds the work permits granted
    to these workers questionable and suspects that the use of agency workers
    will take jobs from Finnair's permanent staff.


  • Minimum wages in the EU

    This series reports on developments in minimum wage rates across the EU, including how they are set and how they have developed over time in nominal and real terms. The series explores where there are statutory minimum wages or collectively agreed minimum wages in the Member States, as well as minimum wage coverage rates by gender.  

  • COVID-19

    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 three rounds – in April and July 2020 and in March 2021. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.

  • European Working Conditions Surveys

    The European Working Conditions Survey (EWCS) launched in 1990 and is carried out every five years, with the latest edition in 2015. 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.

  • European Restructuring Monitor

    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.

  • Challenges and prospects in the EU

    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.

  • European Company Survey 2019

    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. 

  • Sectoral social dialogue

    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.

  • National social partners and policymaking

    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).

  • New forms of employment

    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.

  • European Company Surveys

    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.

Forthcoming publications