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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.

  • Trade unionists demonstrate against civil servant pay cuts

    Demonstrators were protesting against planned pay cuts for public and state employees including clerks, police officers and firefighters, following government plans to reduce the funds allocated to civil servants by 10% next year. This is likely to mean not only wage reductions but also job losses. The protest was also joined by healthcare, transport and school employees, among others, who dislike the upcoming amendment of the Labour Code affecting pay and rewards. By changing the reward system the government wants to save CZK 21 billion (about €856 million as at 13 Oct 2010). The wages bill should decrease by 10%–34%.
  • Mobility toolkit for the European private security sector

    The new mobility toolkit [1], launched on 8 September 2010, explains to both workers and employers from the private security sector the transnational labour issues that are relevant to this sector. The toolkit informs employers about legal issues they need to consider when recruiting and employing workers from other EU Member States, EU candidate countries, Norway and Switzerland. The toolkit offers information covering the following topics for 34 European countries: [1]
  • Crisis impacts usage of fixed-term contracts

    Because it is easier to end fixed-term contracts than open-ended ones, fixed-term workers might be expected to be more strongly affected by the economic crisis than those on standard employment contracts. But although this trend was evident across the EU, Eurostat’s Labour Force Survey (LFS) figures [1] for Germany differ from the EU27 average, displaying only a very slight drop in fixed-term employment in 2008–2009. Over the 2000s, the overall increase of temporary contracts in Germany matched the European average, but from autumn 2008 to spring 2010, the percentage share of fixed-term workers declined by only 0.3% to 14.3% compared with a drop of 1% to 13.3% in the EU27. [1]
  • Gender wage inequality

    Charlotta Magnusson’s recent doctoral thesis [1] from the Swedish Institute for Social Research (SOFI [2]) at Stockholm University examined the link between the gender composition of occupations and wage differences. [1] [2]
  • New Arts Council study reveals poor working conditions for artists

    A new report, The living and working conditions of artists in the Republic of Ireland and Northern Ireland (1.55Mb PDF) [1], published in April 2010 by the Arts Council of Ireland [2] and the Arts Council of Northern Ireland [3], reveals that professional artists on the island of Ireland can experience quite difficult working conditions. Despite relatively high levels of education, work patterns are volatile and many artists report leading stressful lives in which they find it hard to obtain a good work-life balance [4], and may experience periods of unemployment. Income levels are low relative to other workers, especially workers with similar educational backgrounds. [1] Study - Final 2010.pdf [2] [3] [4]
  • Finansowanie i funkcjonowanie aktywnych programów rynku pracy w czasach kryzysu - Dokument informacyjny

    This customised report responds to a request from the EESC’s Labour Market Observatory (LMO) for the Foundation to present data, research and findings on the financing and operation of active labour market programmes during and after the crisis (2008 to date). Eurofound proposed to use its network of national correspondents (in 10 countries) to provide up-to-date data on recent developments and policy changes, especially those that have occurred since the beginning of the economic crisis in late 2008.
  • Mixed reaction from social partners to new employment minister

    On 6 October 2010, newly-elected Prime Minister Fredrik Reinfeldt presented his new government and its agenda for the coming four years of office. Most of it had been known since the election campaign, and the Prime Minister spoke optimistically about the trend towards lower unemployment and improved state finances. Employment was the key issue in the election campaign and is also an important part of the new agenda – the government will aim to achieve full employment during its term. A number of measures to achieve this aim have been presented, including apprenticeships and reduced payroll taxes for hiring young people, to reduce high youth unemployment in the country.
  • Industrial action by nurses over staff shortages

    The shortage of nurses has for long been a contentious issue between the Malta Union of Midwives and Nurses (MUMN [1]) and the government (MT0812039I [2]). The union says that despite an agreement signed with government in 2007, the number of new graduates in nursing has not matched the demand. MUMN estimates there is a shortage of 700 nurses, and it insists that 300 new ones should be recruited every year. This year after only 44 new graduates finished their course, the union claimed the lack of staff has led to job-related stress. [1] [2]
  • Government consults on future of ‘time to train’

    The Apprenticeships, Skills, Children and Learning Act 2009 [1] introduced, from April 2010, a right for workers in companies employing more than 250 staff to ask for time to study or train, on or off the job. The right applies after 26 weeks’ service with an employer. The type of training is not specified, but it is meant to improve the performance of the employee and the business. Employers are not obliged to pay for the training or the training time. However, they are obliged to consider the request and respond within a set time. Employers may turn down requests for several business reasons, such as cost, or an inability to reorganise work. The law had been due to be extended to organisations with 250 or fewer staff from April 2011. [1]
  • Debate on EU framework for managing restructuring

    Adapting to and managing change in the workplace has become a permanent fixture in the life of workers across Europe and a strategic, proactive approach should be developed to deal effectively with this ongoing challenge, said John Monks, General Secretary of the European Trade Union Confederation (ETUC [1]). [1]