Publications

The importance of continuing vocational education is increasingly being
recognised by policy-makers across the European Union, not only because of
its positive impact on maintaining the competitiveness of enterprises, but
also because of its potential contribution to the free movement of labour and
the improvement of employment prospects. This is particularly important in
the context of the evolving "information society". The Commission has given
particular emphasis and resources to continuing training through its
vocational training programme, LEONARDO, and in declaring 1996 the European
Year of Lifelong Learning.

Part-time workers have traditionally not been allowed into the same
occupational pension schemes as full-time workers, but because there are far
more women than men among part-timers the practice was challenged on the
grounds of sex discrimination through the European Court of Justice (ECJ). In
1994, the ECJ ruled in a set of linked cases that the practice did amount to
sex discrimination. The judgment was not welcomed by the then Conservative
Government, so the Trades Union Congress (TUC) advised qualifying individuals
that they should register their cases with industrial tribunals. After a
number of test cases in the UK tribunals, it was ruled that part-timers who
had been denied access to occupational pension schemes could not claim
backdated pension rights any further back that two years prior to the ECJ's
ruling - that is, 1992. After appeals were turned down, the cases are still
waiting to be heard by the House of Lords.

Two separate committees - a group of professors appointed by the Government
and a committee of economists from the Finnish social partners - published
reports in early May 1997 on the industrial relations implications of EU
Economic and Monetary Union (EMU) for Finland The social partners themselves
have adopted a joint declaration on EMU membership.

Occupational pension schemes are becoming more and more important in Italy
even though their full implementation is still difficult, both because the
legal framework has not yet been consolidated, and because their form and
content must be defined by the social partners through collective bargaining.
The latter point still remains problematic, as no agreement has yet been
reached as to whether pension schemes should be developed at national or
local level. Nevertheless, evidence from recent collective bargaining at
national and local levels shows that occupational pension scheme issues are
growing in importance.

In elections held in April 1997, a joint list of socialist and communist
trade unionists narrowly won control of Portugal's South and Islands Banking
Union (Sindicato dos Bancários do Sul e Ilhas, SBSI), which will continue to
be affiliated to the General Workers' Union (União Geral de Trabalhadores,
UGT).

"Negotiate a reduction of working time - or else public opinion will force
through legislation". That was the message in an article written jointly by
Prime MinisterGöran Persson and the chair of the Swedish Metal Workers'
Union, Göran Johnsson, and published in the evening paper /Aftonbladet/ on
28 April 1997. Considering that one of the authors is the Prime Minister of
Sweden, it could be seen as a veiled threat to the employers. In the 1997
bargaining round, several trade unions called for a cut in working hours, and
the employers consistently rejected them.

The hard core of the strike threat are 10,000 civil servants in internal
revenue collection and in the customs service. They have two complaints:

The first annual review of the social dialogue process at the European Union
level was adopted by the Commission on 6 May 1997. The review characterises
1996 as "a particularly fruitful and productive year" for the social dialogue
at European level. Despite this overall positive assessment, the review
highlights the fact that, despite endeavours towards the establishment of a
dialogue between the social partners, and in some cases, negotiation, this
represents only the background of a European-scale industrial relations
systems which is yet to take shape.

The first of the two recently-announced mergers, which is to take effect from
1 July 1997, is between the National and Provincial Building Society Staff
Association (NAPSA) and the Banking, Insurance and Finance Union (BIFU). The
National and Provincial Building Society was recently taken over by the Abbey
National, but NAPSA members voted to become part of BIFU rather than the
Abbey National's own staff association. Despite the strong support for BIFU
from NAPSA members, the company has refused to recognise the union. BIFU said
that "in the merger and conversion mania which is sweeping this country there
is little regard for the impact on staff. They are the casualties - that's
why it is important for unions to work together". BIFU, which has 115,000
members, hope that this will be the first of many mergers which will ensure
it a stronger role in the financial sector.

One of the most significant transformations of British industrial relations
in recent years has been the shift from national to enterprise-level
bargaining. Multi-employer bargaining arrangements have tended to be replaced
with multi-establishment, single employer bargaining, although there are also
signs of decentralisation within the individual firm. Similarly, within the
public sector (UK9702104F [1]), efforts have been made to fragment
traditional bargaining arrangements through the introduction of "Agency"
status and market-testing to the civil service and local authorities, and by
further institutional decentralisation through the promotion of National
Health Service (NHS) Trusts and local management of schools. These changes
have occurred alongside a dramatic decline in coverage of collective
bargaining, largely due to the decline of manufacturing employment and the
expansion of the service sector.

[1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/public-sector-pay-policies