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
Around 500 British Airways (BA) customer service workers, including check-in
and ticket-desk staff, went on strike at the company’s Heathrow hub on 18
July 2003, in protest at the introduction of an automated swipe-card system
for recording their attendance. The strike led to the cancellation or
diversion of more than 500 flights affecting some 100,000 passengers, many of
whom were left stranded at the airport. Staff returned to work after two days
but the disruption continued as the company struggled to reposition aircraft
and crew. Three unions had members involved in the stoppage, the Transport
and General Workers’ Union (TGWU), GMB and Amicus, though the strike was
unofficial and not endorsed by them. There were threats to escalate the
dispute by balloting members for further industrial action. However, talks
between BA and the unions continued until a settlement was reached on 30
July.
In the light of the fact that the European Union will admit 10 new Member
States in May 2004, thus enlarging its membership from 15 to 25 countries,
work has been progressing on a revision of the various EU Treaties. The aim
is mainly to streamline the workings of the EU but also to simplify the
Treaties and make the EU more accessible to its citizens. The European
Convention- chaired by Valéry Giscard d’Estaing, the former French
President - was charged with reviewing the Treaties and proposing changes.
The Convention [1] began its work in February 2002 (EU0305203N [2] and
EU0201231N [3]) and concluded it with the presentation of a complete draft of
a new constitutional Treaty in the summer of 2003. A preliminary version of
the draft was submitted to the Thessaloniki European Council meeting in June
2003 (EU0307204F [4]), after which a final version was published on 10 July
2003 and submitted to the President of the European Council in Rome on 18
July.
On 13 June 2003, after a lengthy negotiating process in which the public
conciliator became involved, the Estonian Hospitals Association (Eesti
Haiglate Liit, EHL [1]) employers’ organisation and three trade unions -
the Estonian Medical Association (Eesti Arstide Liit, EAL [2]), the Trade
Union Association of Health Officers of Estonia (Eesti Keskastme
Tervishoiutöötajate Kutseliit, EKTK [3]) and the Federation of Estonian
Health Care Professionals Unions (Tervishoiutöötajate Ametiühingute Liit,
ETTAL [4]) - signed a pay agreement for healthcare workers. The main
objective of the agreement is to set minimum wage rates for the various
categories of employee and to harmonise differences in minimum wages between
regions and different types of hospitals. According to the new agreement, the
hourly minimum wages were to increase to EEK 50 for doctors (a 25% increase),
EEK 25 for nurses and EEK 16 for care assistants (an 18.5% increase) from 1
July 2003, assuming that the reference prices for medical services increased
simultaneously. This increase in reference prices would enable the Estonian
Health Insurance Fund [5] (Eesti Haigekassa) to find the additional money
required for the agreed wage increases.
The comparative study was compiled on the basis of individual national
reports submitted by EIRO's national centres. The text of each of these
national reports is available below in Word format. The reports have not been
edited or approved by the European Foundation for the Improvement of Living
and Working Conditions. The national reports were drawn up in response to a
questionnaire [1] and should be read in conjunction with it.
The comparative study was compiled on the basis of individual national
reports submitted by EIRO's national centres. The text of each of these
national reports is available below in Word format. The reports have not been
edited or approved by the European Foundation for the Improvement of Living
and Working Conditions. The national reports were drawn up in response to a
questionnaire [1] and should be read in conjunction with it.
Following several years of steady growth in sickness absence levels, new
figures [1] published by Statistics Norway (Statistisk Sentralbyrå, SSB) in
summer 2003 show that the growth came to a halt in the year to the first
quarter of 2003. Furthermore, figures produced by the Federation of Norwegian
Process Industries (Prosessindustriens Landsforening, PIL), a member
association of the Confederation of Norwegian Business and Industry
(Næringslivets Hovedorganisasjon, NHO), indicate a marked decline in the
number of working days lost due to sickness absence in companies that have
entered into so-called 'inclusive working life' agreements.
On 30 June 2003, a new collective agreement for electricians was concluded by
the Swedish Electricians' Union (Svenska Elektrikerförbundet, SEF) and the
Swedish Electric Contractors' Association (Svenska Elektriska
Installatörsorganisationen, EIO), ending several months of negotiations,
mediation and industrial action. SEF had cancelled the previous collective
agreement a year in advance, as permitted by the agreement, and presented a
list of 29 demands to the employers. The most important of the demands
related to decreasing stress in the building sector, where electricians are
reportedly being given less and less time to perform their work, which occurs
towards the end of the building process. EIO immediately rejected the union's
demands. Mediators were called in and drew up a proposal that was rejected by
SEF in late April 2003. The negotiations seemed to have reached a deadlock .
In March 2003, Alstom, the French-based engineering multinational, announced
a major Europe-wide restructuring plan which includes major cuts in its
activities and 5,000 job losses. In July, management obtained shareholders'
approval for an increase in capital as part of the plan, while employees from
across Europe demonstrated in protest against the workforce reductions. The
French government is intervening to support Alstom’s activity, enable the
sale of assets and allow partnerships to be formed.
After a difficult start, negotiations between the social partners on reform
of the French vocational training system led in July 2003 to consensus on the
basic points of an agreement on the issue. However, there are still
differences over the division of training costs between employers and
employees and on the possibility of training outside working hours. The
negotiators were to meet again in early September 2003 to finalise an
agreement.
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, launched in April 2020, with five rounds completed at different stages during 2020, 2021 and 2022. 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 representativeness 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 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.
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.
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.
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 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.
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 financial services sector is pertinent for studying the impact of digitalisation, as the main ‘raw material’ of the sector is digitally stored and processed. Process automation in the sector is likely to lead to significant job losses over the next 10 years, as the high street bank presence declines and the online bank presence increasingly accounts for a higher share of overall activity. Such trends have already been identified in bank restructurings captured in Eurofound’s European Restructuring Monitor.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the electricity 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 aim of this Eurofound study on representativeness is to identify the relevant national and European social partner organisations in the electricity sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the gas 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 aim of this Eurofound’s study on representativeness is to identify the relevant national and European social partner organisations in the gas sector in the EU Member States.
The hospital sector has been deeply impacted by the COVID-19 pandemic. Hospitals and their workers are on the frontline in the fight against the virus, and they face a number of significant challenges in terms of resources, work organisation and working conditions. This study will explore the role of social dialogue and collective bargaining in how the sector is adapting to the pandemic. What kinds of changes have been introduced, either through social dialogue or collective bargaining? Are the changes temporary or permanent?
Given that compliance with lockdown measures is a first line of defence against COVID-19, maintaining trust in institutions is vital to ensure a coordinated, comprehensive and effective response to the pandemic. This report investigates developments in institutional and interpersonal trust across time, with a particular emphasis on the COVID-19 pandemic period and its impact. It examines the link between trust and discontent and investigates the effect of multidimensional inequalities as a driver of distrust.
This paper provides an analytical summary of state of the art academic and policy literature on the impact of climate change and policies to manage transitions to a carbon neutral economy on employment, working conditions, social dialogue and living conditions. It maps the key empirical findings around the impact of climate change and the green transitions on jobs, sectors, regions and countries in Europe, identifying the opportunities and risks that climate change policies bring to European labour markets.
Lockdown measures and the economic shift following the COVID-19 pandemic has resulted in a widening of the gender divide between men and women, putting at risk some of the gender equality gains that had been made in previous years. This report analyses changes in the distribution of paid and unpaid work, along with care and domestic responsibilities, among men and women during the crisis. It also explores the impact of the pandemic on the well-being of women and men.
The report provides an overview of the scale of teleworking before and during the COVID-19 crisis and gives an indication of ‘teleworkability’ across sectors and occupations. Building on previous Eurofound research on remote work, the report investigates the way businesses introduced and supported teleworking during the pandemic, as well as the experience of workers who were working from home during the crisis. The report also looks at developments in regulations related to telework in Member States and provides a review of stakeholders’ positions.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the food and drinks 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 aim of this Eurofound study on representativeness is to identify the relevant national and European social partner organisations in the food and drinks sector in the EU Member States.
There have always been workers who have worked at different locations, on site with customers or while on the move. Companies have also developed open-plan workspaces to cut costs and foster cooperation. Cloud computing allows workers to access internal data from anywhere, while digitalisation increases the use of automated decision-making and control based on (big) data. This report addresses the extent to which place of work determines job quality.
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Eurofound je agentura Evropské unie