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Eurofound publishes its work in a range of publication formats to match audience needs and the nature of the output. These include flagship reports on a particular area of activity, research reports summarising the findings of a research project and policy briefs presenting policy pointers from research projects or facts and figures relevant to policy debates. Also included are blog articles, regular articles on working life in Europe, presentations, working papers providing background material to ongoing or already concluded research, and reports arising from ad hoc requests by policymakers. Other corporate publications include annual reports, brochures and promotional publications. Web databases and online resources such as data visualisation applications are available in Data and resources.

  • Work environment continues to improve

    In 2006, Statistics Norway conducted the sixth Level of Living Survey: Working Conditions, which outlines the general situation of workers and workplaces in Norway and charts trends in working conditions. The survey results indicate that levels of exposure to physical risk factors are generally low, although the proportion of workers experiencing repetitive movements at work has increased. The findings also reveal that employees have high levels of job demands and job control, and good opportunities for professional development.
  • Study reveals gap in labour market supply and demand

    A study (in Latvian (1.1Mb WinZip file)) [1] on labour force supply and demand – one of 13 studies – was initiated by the Republic of Latvia’s Ministry of Welfare (Labklājības ministrija Latvijas Republikas [2]) in the framework of the National Labour Market Research Programme (in Latvian) [3], supported by the European Social Fund [4] (ESF [5]). The study was carried out by the University of Latvia (Latvijas Universitāte [6]) from August 2005 to April 2007. [1] [2] [3] [4] [5] [6]
  • ‘Inclusive working life’ programme reduces sick leave in companies

    The Norwegian national intervention programme ‘Inclusive Working Life’ (/Inkluderende arbeidsliv/, IWL) was initiated in 2001 with the objective of reducing sick leave, preventing early retirement and promoting employment of employees with ‘impaired functionality’, that is, reduced work ability (NO0110107F [1], NO0301104F [2]). More than half of Norwegian workers now work in a company that is participating in the programme. The key drivers to participating in the IWL programme are both economic incentives and the provision of advisory assistance. Working life centres have been set up in all counties as part of the Norwegian Labour and Welfare Organisation (Arbeids- og velferdsetaten, NAV [3]) (NO0610069I [4]). [1] [2] [3] [4]
  • Waterford Crystal union secures pay rise despite uncertain future

    Waterford Crystal, a key component of the international Waterford Wedgwood glass manufacturing and ceramics group, recently announced its plan to make 492 workers redundant in 2008; the move is part of a major restructuring process at the company’s one remaining manufacturing plant in Waterford in southeast Ireland. However, it recently lost its case to impose a pay freeze put forward to an agreed assessor appointed by the Labour Relations Commission (LRC [1]). [1]
  • Bargaining coverage a factor in protecting wages

    In December 2007, the Cyprus Labour Institute (Ινστιτούτο Εργασίας Κύπρου, ΙΝΕΚ/PΕΟ [1]) completed a survey on the determining factors of wages and wage inequalities in Cyprus, submitting it to the Cyprus Research Promotion Foundation (Ίδρυμα Προώθησης Έρευνας, ΙPΕ [2]) on 18 December 2007 (*CY0704059I* [3]). According to the results of the survey, coverage by collective agreements has a significant impact on workers’ earnings. In this context, coverage by collective agreements is also one of the three most important factors for determining the gross hourly earnings of low-paid workers. The other two factors are discrimination against women and establishment size. [1] [2] [3]
  • Unions demand pay increases above productivity levels

    Although neither employers nor workers follow a strictly determined formula when calculating wage demands for collective bargaining purposes, this nevertheless falls into two basic areas: labour productivity and implementation of the system of pay indexation (see Cypriot contribution (43.5Kb MS Word doc) [1]). [1]
  • General strike in public transport sector

    On 30 November 2007, the entire Italian public transport sector was paralysed by a general strike announced by the Italian Federation of Transport Workers (Federazione italiana dei lavoratori trasporti, Filt-Cgil [1]), the Italian Federation of Transport (Federazione italiana trasporti, Fit-Cisl [2]) and the Italian Union of Transport Workers (Unione italiana dei lavoratori dei trasporti, Uiltrasporti [3]), flanked by another trade union in the sector, namely the General Union of Transport Workers (Unione generale lavoratori dei trasporti, Ugltrasporti [4]). As the first protest of its kind in 25 years, it involved 14 branches of the sector, including buses, trams, underground systems, planes, trains and ferries, as well as motorway and harbour workers, breakdown services, road haulage and deliveries, cable cars, car rentals, driving schools and funeral transport. A total of 300,000 workers were involved in the strike. The work stoppage was announced by the trade unions in full compliance with the law, and it was organised in such a way to allow the operation of essential services, as envisaged by law. [1] [2] [3] [4]
  • Companies shown to be reluctant to comply with Corporate Governance Code

    Since the early 2000s, corporate social responsibility [1] (CSR) has been a particular focus of debate in Austria. This is mainly due to financial scandals in the US and – to a lesser extent – in Europe during the late 1990s, which have in turn generally reduced the public’s trust in business proceedings. In 2002, after some CSR initiatives had separately rather than jointly been launched by organised labour and business, the voluntary Austrian Corporate Governance Code came into force. The code primarily, albeit not exclusively, targets enterprises that are listed on the Viennese stock exchange and lays down principles of good corporate governance [2]. According to the preamble of the code, this voluntary initiative is designed to ‘reinforce the confidence of investors by improving reporting transparency and the quality of cooperation between supervisory board, management board and shareholders, and by taking long-term “value creation” into account’ (*AT0502204F* [3]). [1] [2] [3]
  • Telework in Luxembourg

    Telework [1] is defined as the organisation and/or production of work under an employment contract which involves the use of information and communication technologies (ICT), to enable work which could have been carried out at the employeraeuroTMs premises to be regularly conducted away from those premises, particularly at the employeeaeuroTMs home. [1]
  • Nurses get pay rise in dispute settlement deal

    On 18 November 2007, the Union of Health and Social Care Professionals (Terveyden- ja sosiaalihuoltoalan ammattijärjestö, Tehy [1]) and the Commission for Local Authority Employers (Kunnallinen työmarkkinalaitos, KT [2]) reached a new collective agreement for nurses belonging to Tehy. The settlement averts a situation that had caused alarm and fears that the country’s health service would be more or less paralysed due to Tehy’s plan to organise mass resignations of nurses from 19 November 2007 (*FI0710039I* [3]). [1] [2] [3]