469 items found

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.

  • First collective agreement signed for call-centres and telemarketing

    A first collective agreement for the Swedish call-centre and telemarketing branch was signed on 2 February 2001. In the deal, the Salaried Employees' Union (Tjänstemannaförbundet HTF, HTF) and the Swedish Service Employers' Association (Tjänsteföretagens Arbetsgivarförbund) have agreed upon the general conditions for employment in the sector, with many of the agreed rules new and untested. The agreement states that great efforts are demanded from both parties in order to make the call-centre branch more stable (SE0010169F [1]). [1]
  • Engineering pay deal agreed

    A new collective agreement for the engineering industry (verkstadsavtalet) was signed by Swedish Engineering Industries (Sveriges Verkstadsindustrier, VI) on the employers' side and the Metalworkers' Trade Union (Svenska Metallindustriarbetareförbundet, Metall) on 8 February 2001. The deal is valid for 38 months from 1 February 2001. The engineering industry deal is the main pattern-setting settlement for bargaining over pay and employment conditions in Sweden. In parallel, VI signed a very similar agreement with the trade unions representing white-collar workers and university graduates in the engineering industry, the Swedish Union of Technical and Clerical Employees in Industry (Svenska Industritjänstemannaförbundet, SIF) and the Association of Graduate Engineers (Civilingenjörsförbundet, CF).
  • Working time is stumbling block in engineering talks

    In early 2001, negotiations are underway over new sectoral collective agreements to replace the three-year deals signed in 1998 (SE9806190F [1]). Bargaining has proved difficult in the important engineering sector and, after lengthy and intense talks, on 1 February a one-week suspension was called by the impartial mediators who are overseeing the bargaining process, in accordance with the 1997 cooperation agreement on bargaining procedures in industry (industrins samarbetsavtal) (SE9703110N [2]). The negotiations involve the Association of Engineering Industries (Verkstadsindustrin, VI), plus three trade unions - the Swedish Metalworkers' Union (Svenska Metallindustriförbundet, Metall), the Association of Graduate Engineers (Civilingenjörsförbundet, CF) and the Swedish Union of Technical and Clerical Employees in Industry (Svenska Industritjänstemannaförbundet, SIF). [1] [2]
  • New equality rules come into force

    On 1 January 2001, a number of amendments to the 1991 Act concerning Equality between Men and Women (jämställdhetslagen/1991:433/) came into force (SE9909195N [1]). Most notably, the changes: add a definition of the concept of "work of equal value" in equal pay cases; oblige employers to conduct an annual wage survey; and extend the ban on sex discrimination to the whole recruitment process, while adjusting the burden of proof. The key points are as follows. [1]
  • Proposals to restrict use of fixed-term contracts

    In January 2001, the Portuguese parliament examined a number of proposals from left-wing political parties for legislation aimed at restricting the growing use of fixed-term employment contracts (which affect 13.9% of the labour force).
  • New reports show no exaggeration of employment data

    The Director of the Norwegian Labour Market Administration (Aetat), Ted Hanisch, resigned in October 2000 after it was revealed that the organisation had for a long period provided false and exaggerated figures concerning the number of people it had helped to find jobs. An external audit showed that 25%-30% of Aetat's labour exchange activities had been registered falsely according to its own procedural rules (NO0011112F [1]). [1]
  • Commission finds unequal pay for new teachers discriminatory

    In 1985, the Dutch government and education trade unions agreed to lower the salaries of newly-recruited teachers, in order to cut costs. In January 2001, the Equal Treatment Commission found that this measure was indirectly discriminatory against women, as two-thirds of newly appointed teachers have been female. The government, faced with a major bill for rectifying the situation, is not convinced of the violation and has sought legal advice.
  • Unions refer CSC Computer Sciences dispute to conciliation

    In late 2000, Luxembourg trade unions claimed that the senior management of CSC Computer Sciences Belgique had rejected the terms of a new collective agreement negotiated by unions and local management in Luxembourg. The unions thus referred the matter to the National Conciliation Office.
  • Public sector's first supplementary pension fund set up in education

    In January 2001, an agreement was signed establishing a supplementary occupational pension fund for school workers - the first such fund to be set up in the Italian public sector. The 1 million workers in schools (plus those in other linked educational sectors) will be able to join the fund on a voluntary basis.
  • New agreement signed for postal workers

    In January 2001, a new collective agreement was signed after two years of negotiations at Poste Italiane SpA, the public limited company created as part of the privatisation of Italian postal services. The most innovative aspects of the agreement, which deals with the switch from public to private sector employment, include: a new bargaining structure; flexible working time arrangements; pay increases linked to productivity; and the introduction of a supplementary pension fund.