On 9 April 1997, the airline company Deutsche Lufthansa AG, the Union for
Public Services, Transport and Communication (Gewerkschaft Öffentliche
Dienste, Transport und Verkehr, ÖTV) and the German Salaried Employees'
Union (Deutsche Angestelltengewerkschaft, DAG) concluded a package deal,
which ended months of industrial action. The DAG agreed to be covered by the
Lufthansa-ÖTV collective agreements signed in October 1996. Furthermore, the
deal provides for an increase in the profit-sharing bonus of DEM 100 and an
overtime pay rise for cockpit employees. From September 1997, the trade
unions have the right to terminate the wage agreements in the event that
Lufthansa does not keep special rules which were jointly established. In
addition, Lufthansa, the ÖTV and the DAG agreed on the continuation of the
existing collective agreement which maintains the status quo for cabin crew,
as well as the existing general agreement on pay grades for ground staff, for
another three years.
Speaking at the Institute of European Affairs in Dublin, Padraig Flynn, the
commissioner for employment, industrial relations and social affairs,
outlined his priorities for the Intergovernmental Conference (IGC) and
provided the audience with an update of the continuing negotiations leading
up the Amsterdam summit in June (EU9704117F ).
Over the past few months, the Governor of the Bank of Italy, Antonio Fazio,
and the Abi banking employers' association have urged the Government to start
negotiations with employers' associations and trade unions in order to deal
with the problems linked to the low profitability of the Italian banking
sector. High labour costs and redundancy are the main themes of debate. On 8
April 1997, a first meeting took place between an Abi delegation and a
ministerial group, which represented the official opening of negotiations
that will also involve the trade unions in the near future.
On 19 March 1997, the European Commission launched the second stage of
consultations with the social partners under the Maastricht Agreement on
social policy on the proposal for an EU policy to counter sexual harassment
at work. At this second stage, the social partners will be able to choose
whether to go down the route of negotiation - leading to a framework
agreement which can be given legal validity at the EU level. The alternative
would be to submit their views in anticipation of a policy initiative
emanating from the Commission.
In November 1996, the UK Government failed in its attempt to have the 1993
Directive on certain aspects of the organisation of working time (93/104/EC)
- which lays down specific requirements concerning weekly hours, holidays,
shifts and other patterns of work - annulled by the ECJ. The DTI launched
consultations with business organisations on implementation of the Directive
in December 1996, and the process was completed in March 1997. The DTI is now
analysing the responses, but is unlikely to produce the results until some
time after the 1 May general election.
A working group set up by the Standing Committee of the European Central
Banks' Trade Unions met in Ferreira do Zêzere in March, and issued a
declaration relating to the rights of workers involved in the production and
circulation of the Euro.
Under the terms of the Works Constitution Act  (Betriebsverfassungsgesetz,
§§ 111f), a procedure known as "reconcilement of interests "
(Interessenausgleich) aims at reconciling the positions of the employer and
the workforce in case of a proposed substantial alteration of the
establishment, or of bankruptcy. This involves weighing the respective
interests against one another, as well as reaching an agreement on the
procedure of change and the necessary human resource planning. Detailed
arrangements for the subsequent implementation of the changes are then
subject to the co-determination rights of the works council . In cases
where the employer makes no attempt to arrive at an agreed reconcilement of
interests, or without compelling reasons fails to abide by one, employees who
are dismissed or suffer economic disadvantage as a result may claim
compensation for the loss of their job. A social plan  (Sozialplan) is a
programme drawn up in the form of a special works agreement 
(Betriebsvereinbarung) between the employer and the works council, and
resembles a special form of redundancy programme. It contains the
compensation packages and the human resource policies available to the
employees affected by the changes. There is no obligation to draw up a social
plan, provided that: the proposed alteration to the establishment consists
solely of dismissals; certain maximum limits in terms of a percentage of the
total workforce are not exceeded; or the case involves a newly formed
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 2003, the first edition of the survey.
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 2007, the second edition of the survey. The survey was first carried out in 2003.
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 2012, the third 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 2005, the fourth 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 2010, the fifth edition of the survey. The survey was first carried out in 1990.
This publication series explores scenarios for the future of manufacturing. The employment implications (number of jobs by sector, occupation, wage profile, and task content) under various possible scenarios are examined. The scenarios focus on various possible developments in global trade and energy policies and technological progress and run to 2030.
The hospital sector has been deeply impacted by the COVID-19 pandemic. Hospitals and their workers are on the frontline in the fight against the virus, and they face a number of significant challenges in terms of resources, work organisation and working conditions. This study will explore the role of social dialogue and collective bargaining in how the sector is adapting to the pandemic. What kinds of changes have been introduced, either through social dialogue or collective bargaining? Are the changes temporary or permanent?
This policy brief will provide an update on upward convergence in the economic, social and institutional dimensions of the European Union, as outlined in the European Pillar of Social Rights and its accompanying Social Scoreboard.
Given that compliance with lockdown measures is a first line of defence against COVID-19, maintaining trust in institutions is vital to ensure a coordinated, comprehensive and effective response to the pandemic. This report investigates developments in institutional and interpersonal trust across time, with a particular emphasis on the COVID-19 pandemic period and its impact. It examines the link between trust and discontent and investigates the effect of multidimensional inequalities as a driver of distrust.
This report explores the association between skills use and skills strategies and establishment performance, and how other workplace practices, in terms of work organisation, human resources management and employee involvement, can impact on this. It looks at how skills shortages can be addressed, at least in part, by creating an environment in which employees are facilitated and motivated to make better use of the skills they already have. This further supports the business case for a more holistic approach to management.
The financial services sector is pertinent for studying the impact of digitalisation, as the main ‘raw material’ of the sector is digitally stored and processed. Process automation in the sector is likely to lead to significant job losses over the next 10 years, as the high street bank presence declines and the online bank presence increasingly accounts for a higher share of overall activity. Such trends have already been identified in bank restructurings captured in Eurofound’s European Restructuring Monitor.
The report provides an overview of the scale of teleworking before and during the COVID-19 crisis and gives an indication of ‘teleworkability’ across sectors and occupations. Building on previous Eurofound research on remote work, the report investigates the way businesses introduced and supported teleworking during the pandemic, as well as the experience of workers who were working from home during the crisis. The report also looks at developments in regulations related to telework in Member States and provides a review of stakeholders’ positions.
The impacts of the COVID-19 pandemic have varied across sectors, occupations and categories of worker (for instance, according to gender, age or employment status). Hours worked have declined the most in sectors such as accommodation services and food and beverage services, and in occupations heavily reliant on in-person interaction, such as sales work. At the same time, it’s in these sectors that labour shortages have become increasingly evident as labour markets have begun to normalise.
This report focuses on trends and developments in collective bargaining that were evident from the onset of the COVID-19 pandemic. It examines potential new strategic approaches and priorities incorporated in negotiation agendas, as well as collective bargaining practices and coordination at sector and company levels in the private sector.
The COVID-19 crisis has increased inequality between social groups in health, housing, employment, income and well-being. While a small part of society was able to hold on to or increase its wealth, other groups such as women, young people, older people, people with disabilities, low- and middle-income earners and those with young children were acutely affected by the pandemic. Drawing on current research on how to best measure multidimensional inequality, this report highlights recent trends in inequality in the context of the COVID-19 crisis.
This study provides information allowing for an assessment of the representativeness of the actors involved in the European sectoral social dialogue committee for the electricity 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 study on representativeness is to identify the relevant national and European social partner organisations in the electricity sector in the EU Member States.