Occupational categories: a sensitive negotiating issue in Portugal

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The negotiation of new occupational categories has proceeded slowly at sector level in Portugal. Some trade unions, wary of the consequences that might arise from an increase in multiskilling, have favoured maintaining present job contents. However, the terminology used to designate occupational categories is entirely out of date in Portugal with respect to other Member States of the European Union.

Difficulties encountered in negotiating occupational categories have halted collective bargaining rounds across many sectors. The problem has been particularly acute in dealings with the trade unions affiliated to the CGTP confederation in printing and metalworking, where the issue has not been broached for 12 and 16 years respectively.

Occupational categories (occupational category/grade), their overall density, and placement and promotion conditions for the various categories are part of sector-level collective bargaining. According to the Minister of Qualification and Employment, Maria João Rodrigues, 5,000 professional categories, which can be adopted in these agreements, are currently recognised in Portugal. However, many of these are no longer suited to the realities of the current business scene, which has undergone widespread changes in technology and organisation of labour. The existing number is out of proportion, since similar classification schemes in France and Germany provide for only 500 categories.

The Institute for Innovation in Job Training (Instituto para a Inovação na Formação, INOFOR), a service specialised in supporting job training at the Ministry for Qualification and Employment (Ministério para a Qualificação e Emprego, MQE), has carried out a number of studies in the textile, gems and ornamental stones and tourism industries. The research was aimed at mapping the trends in competencies and changes in professional profiles in order to reorganise labour tasks and pinpoint training needs. Employers' associations and unions alike have been consulted during the course of the research, which is to be expanded to all other sectors of activity.

Although innovation on collective bargaining is currently being discussed, and although the theme was covered in the tripartite Strategic Social Pact (Acordo de Concertação Estratégico) of 1996, the issue is viewed with suspicion by a number of trade unions. Negotiation at company level rarely takes place and, to all intents and purposes, has to be dealt with at the sector level. Employers' associations claim that only all-encompassing category groups, which can be adapted to the companies' systems of labour organisation, should be created. The unions, however, wish to see detailed regulation of the labour market at the sector level in order to avoid employment "multitasking" in enterprises.

The situation has reached an impasse, with companies requiring employees to accept the job content that best suits company needs. The unions rely on the assurance that, when a dispute arises, employees will be able to reclaim their rights, either by means of labour inspection or through the courts.