Sanz de Miguel, Pablo
Representativeness of the European social partner organisations: Local and regional government sector and social services
17 Nollaig 2020
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the local and regional government (LRG) sector, including social services. Th...
Representativeness of the European social partner organisations: Human health sector
12 Samhain 2020
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the human health sector. Their relative representativeness legitimises their ...
Measuring varieties of industrial relations in Europe: A quantitative analysis
21 Nollaig 2018
Previous Eurofound research has identified four key dimensions of industrial relations: industrial democracy, industrial competitiveness, social justice, and quality of work and employment. This report seeks to build a set of indicators to measure country performance in industrial relations in terms of these four dimensions and to develop a typology of industrial relations systems, enabling a cross-country analysis of trends.
Representativeness of the European social partner organisations: Contract catering sector
13 Nollaig 2018
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the contract catering 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.
Representativeness of the European social partner organisations: Hotels, restaurants and café (HORECA) sector
13 Nollaig 2018
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the hotels, restaurants and café (HORECA) sector.
Mapping varieties of industrial relations: Eurofound’s analytical framework applied
29 Eanáir 2018
Eurofound’s 2016 report Mapping key dimensions of industrial relations identified four key dimensions of industrial relations: industrial democracy, industrial competitiveness, social justice, and quality of work and employment. This report builds upon that earlier study, developing a dashboard of 45 indicators to assess how and to what extent the conceptual framework of these key dimensions can be applied at national level.
Fraudulent contracting of work: Sham companies (Austria, Estonia and Italy)
27 Iúil 2017
Among the fraudulent contracting of work practices, one of the most difficult to identify is the creation of sham companies (usually, in another country). Sham companies are essentially new entities created to disguise the real employer. Creating a company, even abroad, is – of course – legal and may well be institutionally and economically advisable.
Fraudulent contracting of work: Abusing traineeship status (Austria, Finland, Spain and UK)
27 Iúil 2017
A traineeship is generally defined as an education and training programme combined with work experience, devised for certain groups – usually unemployed young people. Various types of traineeship are found across EU Member States. Traineeships have recently been actively promoted by the European Commission as a political response to persistent high youth unemployment rates – for instance, within the Youth Guarantee initiatives developed in most Member States.
Fraudulent contracting of work: Bogus self-employment (Czech Republic, Spain and UK)
27 Iúil 2017
Across European countries, the ‘employment contract’ has been, and still is, the point of reference for determining the rights and obligations of both workers and employers. When direct subordinated employment is disguised as self-employment, it is termed ‘bogus’. Work can be contracted in several different ways. The main distinction remains the one between ‘employment’ and ‘self-employment’: this is a prominent feature in all European legal systems, built around the concepts of ‘subordination’ and ‘autonomy’.
Fraudulent contracting of work: Abusing fixed-term contracts (Belgium, Estonia and Spain)
27 Iúil 2017
Employment relations remain defined vis-à-vis the standard employment relationship (permanent, full-time, direct). Fixed-term contracts are therefore understood as non-standard employment contracts by which an employer hires an employee for a fixed duration. The main difference between permanent and fixed-term contracts is the certainty, in the latter employment situation, of the expiry date.
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