At the beginning of March the first steps were taken towards the creation of
the first "European super union". One of Britain's biggest trade unions, the
General, Municipal and Boilermakers' Union (GMB), signed a joint membership
agreement with the German chemical workers' union. The deal between the GMB
and IG Chemie-Papier-Keramik means that 1.8 million workers will be entitled
to joint membership. Although the two unions may not provide the same
services, UK workers in Germany can expect legal advice, support from
representatives, and training facilities, while German workers in the UK can
expect legal advice, health and safety information and financial benefits
(Record DE9703206N ).
In a Communication published in March 1997, the European Commission calls for
the modernisation, adaptation and improvement of social protection systems in
the member states. It argues that these systems, most of which were
established decades ago, no longer conform with the changing economic and
social conditions of today's society. The Commission sees a particular need
for social protection systems, which currently account for 28% of total EU
GDP, to be adapted to:
Health and safety at work has arisen as a very serious matter of social
concern over recent years and has become a focus of interest for both the
state and the social institutions concerned. The magnitude and complexity of
the problem and the need to find direct and effective solutions have induced
both employers and employees to examine the problem of occupational hazards
and conditions affecting the working environment in general. It is estimated
that in Greece the national economy is burdened by GRD 20 billion a year due
to accidents at work (excluding costs of medical care). The Social Insurance
Foundation (IKA) alone receives 25,000 reports of accidents at work a year.
The problem is even bigger if we add in the cost of occupational illnesses
which remain undiagnosed, since these are ignored by the official statistics.
Workers in the performing arts have been protesting about threats to their
special unemployment benefit scheme arising from employers' positions in the
recent renewal of the agreement on the general UNEDIC scheme.
The cause of the industrial unrest was the announcement by the ruling
Conservative-Liberal coalition Government that it was planning to scale back
annual subsidies for the - basically west - German hard coal (Steinkohle)
industry dramatically. During the ensuing protests, Germany saw a human chain
of more than 90 kilometres straight through the Ruhr coal heartland, and
sympathy demonstrations from east German brown coal miners. Miners in the
Ruhr and the Saar areas went on strike. Tens of thousands of miners took to
the streets, occupied pits and town halls, and blocked roads as well as the
Bonn headquarters of Chancellor Helmut Kohl's ruling Christian Democratic
Party (CDU) and its coalition partner, the Free Democrat Party (FDP). In the
days before the compromise, the protests of the rank and file seemed to get
out of control of the miners' union, IG Bergbau und Energie (IGBE), and its
chair, Hans Berger. For the first time in German post-war history, furious
miners even entered the restricted area surrounding government buildings in
Bonn where no public meetings or marches may be held. As an "act of
solidarity with miners fighting for their existence" the Social Democratic
Party (SPD) temporarily boycotted a meeting in which opposition and coalition
politicians were discussing the reform of the German tax system. When the
miners laid siege to Bonn, Chancellor Kohl temporarily put off talks with the
union leaders to avoid having to negotiate under duress.
The Government has published a working document, entitled "Maritime and ports
policy at the approach of the 21st Century", for public debate. In the
document it proposes a number of measures to deregulate dock work, and the
National Federation of Dockers' Unions has criticised the lack of prior
dialogue and is opposing the new proposals.
In recent years there has been increasing public concern over what is widely
viewed as the spiralling remuneration of company directors. At a time when
companies are keen to promote pay schemes based on performance, too often the
links between directors' pay and performance are viewed as non-existent. In a
report on director's remuneration publicised in March 1997, the IOD is keen
to set the record straight. It argues that, although it recognises that
directors' pay in the largest companies has been on average high, it has been
relatively modest for those directors who work for small to medium-sized
enterprises. In fact, the median pay increase for this group of directors in
1996 was 4%, the equivalent of the increase in average earnings for all
employees in that year.
The European Commission adopted its first annual report on equal
opportunities between men and women in the European Union at its meeting on 5
March 1997. The report: outlines the embodiment of equality principles in
European Union policies; examines gender differences in the EU labour market;
looks at Community actions to improve the interaction between work and family
life; explores initiatives to aimed at achieving a greater involvement of
women in decision-making bodies; outlines initiatives aimed a enabling women
to exercise their rights; and provides an update on the recommendations of
the 1995 Beijing Conference. Commenting on the publication of the report,
commissioner for social affairs Padraig Flynn said that this was the first in
what will be a series of annual reports covering the Union's policies on
equal opportunities as a whole. Commissioner Flynn stated that the aim of the
report was to give visible expression to EU policies on equal opportunities
between men and women, to encourage debate on the progress achieved and
policies to develop, and to act as a reference point for the Commission,
member states and countries applying for membership of the Union.
A current bill amending the 1971 Works Councils Act has focused attention on
the increasingly important role played by Dutch works councils in the
negotiation of terms of employment. However, although the function of the
trade unions is being somewhat eroded, even in the area of determining
primary terms of employment, the traditional division of roles between unions
and works councils has remained fundamentally intact.
This series reports on the new forms of employment emerging across Europe that are driven by societal, economic and technological developments and are different from traditional standard or non-standard employment in a number of ways. This series explores what characterises these new employment forms and what implications they have for working conditions and the labour market.
The European Company Survey (ECS) is carried out every four to five years since its inception in 2004–2005, with the latest edition in 2019. The survey is designed to provide information on workplace practices to develop and evaluate socioeconomic policy in the EU. It covers issues around work organisation, working time arrangements and work–life balance, flexibility, workplace innovation, employee involvement, human resource management, social dialogue, and most recently also skills use, skills strategies and digitalisation.
The European Quality of Life Survey (EQLS) is carried out every four to five years since its inception in 2003, with the latest edition in 2016. It examines both the objective circumstances of people's lives and how they feel about those circumstances and their lives in general. It covers issues around employment, income, education, housing, family, health and work–life balance. It also looks at subjective topics, such as people's levels of happiness and life satisfaction, and perceptions of the quality of society.
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.
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.
The use of artificial intelligence, advanced robotics and the Internet of Things technologies in the workplace can bring about fundamental changes in work organisation and working conditions. This report analyses the ethical and human implications of the use of these technologies at work by drawing on qualitative interviews with policy stakeholders, input from the Network of Eurofound Correspondents and Delphi expert surveys, and case studies.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the professional football 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 aim of this Eurofound’s study on representativeness is to identify the relevant national and European social partner organisations in the professional football sector in the EU Member States.
This study provides information allowing for an assessment of the representativeness of the actors involved in European sectoral social dialogue taking place at cross-sectoral level. 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 aim of this Eurofound’s study on representativeness is to identify the relevant national and European social partner organisations at cross-sectoral level in the EU Member States.