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
During 2003, trade unions at Poland's Stalowa Wola metalworking company have
been organising industrial action in protest at the planned closure of the
group's iron and steel works, with the loss of 1,400 jobs. The government has
offered the workers to be made redundant assistance under a new programme to
soften the effects of industrial restructuring.
According to data issued by the Statistical Office of the Slovak Republic
(Statistický úrad SR, SÚ SR), in 2002 the average nominal wage increase
was 9.3%, up from 8.2% in the previous year (SK0207101N [1]). The average
nominal monthly wage of an employee was SKK 13,511 in 2002. Taking into
account data provided by the Ministry of Labour, Social Affairs and Family
(Ministerstvo práce, sociálnych vecí a rodiny Slovenskej republiky, MPSVR
SR), this means an increase in average nominal wages of 151.2 % compared with
1993 (the year that Slovakia became an independent state).
In early August 2003, the workforce of Factory Wagon SA, a privatised Polish
railway rolling-stock producer and repairer, launched strikes and other
protest action, with the immediate cause being several months' arrears in
wage payments. The strike ended in late August when the debt-ridden firm was
declared bankrupt, opening the way for the sale of its assets and possible
survival of its operations and jobs.
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.
This article provides a brief overview of the industrial relations system
that has emerged in Bulgaria since the period of economic and political
transition began in 1989.
On 11 June 2003, a tripartite meeting was held on the initiative of the
Confederation of Independent Trade Unions in Bulgaria (CITUB [1]) to discuss
the issue of unpaid wages. The meeting brought together representatives of
the government, employers’ organisations and CITUB and its member branch
federations, along with trade union officials from some of the companies
involved.
Proposals for a radical re-organisation of time arrangements over working life using a life-course perspective tend to challenge the traditional understanding of socio-economic issues. The ‘life course’ concept itself is not new, as it has figured prominently in debates on labour market, social security, demographic and working time issues since the 1960s. It is now back on the political agenda. The Foundation’s report, A new organisation of time over working life, addresses the subject of reorganising time arrangements specifically from the life course perspective. The report concludes that an explicit life course policy offers much potential as an approach to facilitating a new organisation of time throughout working life. This paper summarizes the findings of the project which are published in a report (EF0336). An information sheet on this topic is also available (EF0344).
On 22 July 2003, theCouncil of the European Union adopted the 2003 employment
guidelines [1] and recommendations [2] on employment policy to Member States,
which had been proposed by the European Commission in April 2003. These
guidelines and recommendations are drawn up within the context of the
European employment strategy [3] (EES), which has been in place since 1997.
Following a review of the EES undertaken in 2002 after five years of
operation (EU0209204F [4]), and proposals for its streamlining, made by the
Commission in a Communication [5] in September 2002 (EU0210206F [6]), the
timing and the content has changed somewhat in 2003. Notably, the employment
guidelines have been revised so as to: ensure a stronger link with EU
economic policy coordination (through streamlined timetables); lay down fewer
guidelines with a broader perspective; provide a medium-term time horizon in
order to achieve an increased emphasis on results and outcomes; and
strengthen the involvement of the social partners, local authorities and
other stakeholders.
In July 2003, the Dutch social partners, represented on the bipartite Labour
Foundation, issued an opinion opposing a proposal for the reform of
dismissals law put forward by a government-appointed committee. The committee
proposed abolishing the system whereby dismissals must be approved in advance
by a public authority. The Foundation argues that the objections raised by
the committee do not outweigh the advantages of the present system, which
keeps costs in check and offers the parties involved a high degree of
certainty and security.
On 8 October 2001, the EU Council of Ministers adopted Council Regulation
(EC) No. 2157/2001 [1] on the Statute for a European Company (or Societas
Europaea, SE) and Council Directive 2001/86/EC [2] supplementing the Statute
for a European Company with regard to the involvement of employees
(EU0206202F [3]). Member States must adopt the laws, regulations and
administrative provisions necessary to comply with the Directive by 8 October
2004 (the date that the Regulation, which is directly applicable in the
Member States, comes into force), or ensure by then that management and
labour introduce the required provisions by agreement. The European Company
Statute (ECS) Regulation gives companies the option of forming a European
Company (SE) which can operate on a Europe-wide basis and be governed by
Community law directly applicable in all Member States (rather than national
law). The Directive lays down the employee involvement provisions to apply to
SEs - providing for negotiations between management and employee
representatives in each SE on the arrangements to apply, with a set of
back-up statutory 'standard rules' where no agreement is reached. Involvement
constitutes the information and consultation of employees and, in some cases,
board-level participation.
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.
This series brings together publications and other outputs of the European Jobs Monitor (EJM), which tracks structural change in European labour markets. The EJM analyses shifts in the employment structure in the EU in terms of occupation and sector and gives a qualitative assessment of these shifts using various proxies of job quality – wages, skill-levels, etc.
Eurofound's European Quality of Life Survey (EQLS) examines both the objective circumstances of European citizens' lives and how they feel about those circumstances and their lives in general. This series consists of outputs from the EQLS 2016, the fourth edition of the survey. The survey was first carried out in 2003.
Eurofound’s European Working Conditions Survey (EWCS) paints a wide-ranging picture of Europe at work across countries, occupations, sectors and age groups. This series consists of findings from the EWCS 2015, the sixth edition of the survey. The survey was first carried out in 1990.
Eurofound’s European Working Conditions Survey (EWCS) paints a wide-ranging picture of Europe at work across countries, occupations, sectors and age groups. This series consists of findings from the EWCS 1996, the second edition of the survey. The survey was first carried out in 1990.
Eurofound’s European Working Conditions Survey (EWCS) paints a wide-ranging picture of Europe at work across countries, occupations, sectors and age groups. This series consists of findings from the EWCS 2001, which was an extension of the EWCS 2000 to cover the then 12 acceding and candidate countries. The survey was first carried out in 1990.
Eurofound’s European Working Conditions Survey (EWCS) paints a wide-ranging picture of Europe at work across countries, occupations, sectors and age groups. This series consists of findings from the EWCS 2000, the third edition of the survey. The survey was first carried out in 1990.
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 first edition of the survey carried out in 2004–2005 under the name European Establishment Survey on Working Time and Work-Life Balance.
The use of artificial intelligence, advanced robotics and the Internet of Things technologies in the workplace can bring about fundamental changes in work organisation and working conditions. This report analyses the ethical and human implications of the use of these technologies at work by drawing on qualitative interviews with policy stakeholders, input from the Network of Eurofound Correspondents and Delphi expert surveys, and case studies.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the professional football 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 professional football sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in European sectoral social dialogue taking place at cross-sectoral level. 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 at cross-sectoral level in the EU Member States.
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Eurofound je agentura Evropské unie