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
The Services, Industrial, Professional and Technical Union (SIPTU), Ireland's
largest trade union, is in the process of establishing its own internal
employee forum which is separate from the traditional industrial relations
processes within the union. The role of SIPTU's staff representative council,
which deals with industrial relations issues such as pay and conditions, is
to remain unchanged.
The Norwegian United Federation of Trade Unions (Fellesforbundet) and the
Norwegian Society of Engineers (Norges Ingeniørforbund, NITO) have concluded
an agreement to collaborate. Fellesforbundet is the largest member union in
the private sector of the Norwegian Confederation of Trade Unions
(Landsorganisasjonen i Norge, LO), and unionises among others blue-collar
workers in large parts of manufacturing industry as well as the building and
construction sector. NITO has approximately 45,000 members, 60% of whom work
in the private sector. NITO is leaving its present confederation, the
Confederation of Norwegian Professional Associations (Akademikernes
Fellesorganisasjon, AF) at the end of 1999, and has so far not made clear its
future confederal affiliation (NO9901111N [1]). It is doubtful that NITO
regards LO as an option in this regard, although the cooperation agreement
with Fellesforbundet shows an expressed willingness to strengthen its
cooperation with LO in the private sector. The two organisations have
cooperated on an informal basis for a long time.
Around 450 hospital orderlies and cleaners at three hospitals in the county
of Frederiksborg went on strike on 16 August 1999 in protest against a
proposal by the county council - headed by county mayor,Lars Lykke Rasmussen-
that all hospital orderly and cleaning work should be put out to tender by
private companies. The unofficial strike was a culmination of a long period
of dissatisfaction with statements from counties and municipalities in the
metropolitan area that they will outsource a large number of public tasks to
the private sector to achieve budget cuts. The Danish Confederation of Trade
Unions (Landsorganisationen Danmark, LO) organisation in the Copenhagen area
stated that the outsourcing plans indicated disdain for the municipal and
county employees and their performance over many years, and warned directly
that labour disputes might occur.
An agreement on teleworking was concluded in June 1999 between the
state-owned Norwegian oil company Statoil and the Norwegian Oil and
Petrochemical Workers Union (Norsk Olje- og Petrokjemisk Fagforbund, Nopef).
On 27 May 1999, negotiators for the Federation of Salaried Employees in
Industry and Services (Privattjänstemannakartellen, PTK) - the bargaining
cartel for white-collar workers' unions in the private sector - announced
that they could not accept a final offer from the Swedish Employers'
Confederation (Svenska arbetsgivareföreningen, SAF) on a new "contribution
pension" agreement. This agreement would have replaced the existing agreement
on the supplementary pension scheme for salaried employees in industry and
services (Industrins och handelns tilläggspensionför tjänstemän,ITP). The
negotiations over a new collective agreement on the ITP had been continuing
on off for almost five years, since 1994, and they failed because the trade
unions could not come to an understanding among themselves. Two of the
leading unions within PTK, representing more than half of the 620,000
employees covered by the ITP scheme, refused to accept. The other 26 unions
within the cartel decided, after long discussions, to follow this refusal,
although they had initially accepted the offer. The dissenting unions were
the Union for Technical and Clerical Employees in Industry (Svenska
Industritjänstemannaförbundet, SIF) and the Association of Management and
Professional Staff (Ledarna).
The dispute between the Scandinavian Airlines Systems (SAS) and its ground
staff was resolved after a meeting between management and trade union
representatives on 9 August 1999 in Stockholm, Sweden. On 14 July 1999,
Norwegian ground staff who are members of the SAS Personnel Club (SAS
Personalklubb) had resorted to industrial action, and refused to work
overtime, in protest against the airline's possible plans to increase company
earnings by means of outsourcing approximately 7,000 jobs in Norway, Sweden
and Denmark (NO9907143N [1]). More SAS employees joined the strike on 27
July.
Statistics presented in June 1999 and produced by Statistics Sweden
(Statistiska Centralbyrån) in cooperation with the Swedish National Board
for Industrial and Technical Development (NUTEK), show a 9% fall in the
establishment of new companies between 1997 and 1998. In 1998, a total of
33,860 new companies were started, compared with 37,040 in 1997. For the
preceding years, the corresponding figures were: 1996 - 36,010; 1995 -
35,000; and 1994 - 34,670. The new companies created 55,200 new jobs in 1998,
of which 26,000 were full-time jobs, the statistics also show. The equivalent
figures for 1997 were 63,000 new jobs and 32,300 full-time jobs. The
reduction has been most evident in the northern counties of Sweden - 22% in
Gävleborg, 20% in Västernorrland and 16% in Västerbotten. The statistics
are based on genuine new start-ups involving the establishment of new
activities. The statistics do not include changes of ownership or of legal
status, or other restructuring.
On 20 July 1999, the government decided to finance the training of up to
4,000 young people, if they cannot find training places with employers in
1999-2000. This is the same allocation as for 1998-9 (AT9803175N [1]), when
3,600 young people were placed - 2,100 in 10-month training courses and 1,500
in three-year "apprenticeship-foundation" courses. Training course
participants must have a ninth-grade school-leaving diploma (the ninth grade
is around 15 years of age) and receive about half the regular apprentice's
remuneration, while foundation course participants have not usually completed
the ninth grade and receive three-quarters of the normal apprentice's
remuneration.
A report entitled Survey evidence on wage rigidity and unemployment: Sweden
in the 1990s [1] was presented on 29 June 1999. The study is based on two
surveys, one conducted in 1991, the other in 1998, aiming to explore among
managers from 157 companies in the Swedish manufacturing industry how a
severe macroeconomic shock affects wage rigidity and unemployment. The
research was carried out by two economists, Jonas Agell and Peter Lundborg,
and funded by the Swedish government's Office of Labour Market Policy
Evaluation (Institutet för arbetsmarknadspolitisk utvärdering, IFAU). In
1998, when the second survey was conducted, the unemployment rate was much
higher and the inflation rate much lower than when the first survey was
carried out in 1991.
Since 1998, all EU Member States are obliged to draw up annual National
Action Plans (NAP s) for employment (EU9805107N [1]) based on the EU's
Employment Guidelines. Member States submitted NAPs for 1999 during summer
1999, analysing implementation of the 1998 Plans and describing the policy
adjustments made to incorporate the changes introduced by the 1999 Employment
Guidelines [2] (EU9810130F [3]). Austria is no exception (AT9802164F [4]) and
its 1999 NAP [5] was issued in June 1999.
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.
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.
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.
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 2009, the second edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
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 2013, the third edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
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.
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.
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 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 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.
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