The European Company Survey on Reconciliation of Work and Family Life 2010
(1.36Mb PDF)  has provided a detailed description and analysis of
family-friendly policies implemented by companies in six European countries
– Germany, the UK, France, Italy, Sweden and Poland.
The Austrian Government  has brought in new legislation to introduce two
new further education and training measures. The qualified employees’ grant
(Fachkräftestipendium) and educational part-time work measure
(Bildungsteilzeit ) come into force on 1 July 2013. The idea is to reduce
the numbers of unskilled employees, especially in areas where there is a
In 2010, European-level social partners in the print industry identified the
need to further intensify their cooperation. It led to meetings between the
UNI Europa Graphical and Packaging  group, which represents workers in the
sector, and Intergraf  on the employers’ side. Social partners formed a
strategic partnership and worked on a joint project on socially-responsible
In spring 2013, a series of key unemployment law reforms introduced in the
United Kingdom changed parental leave and pay, redundancy consultation
periods and employment tribunal regulations. A new type of employment
contract has also been created.
The aim of this report is to provide a systematic overview of the extent and nature of undeclared work, and how it is being tackled, in the EU acceding country of Croatia. The objectives of the report are to analyse the prevalence and character of undeclared work in Croatia; to examine how the fight against undeclared work is organised; and to review relevant policy approaches and measures adopted. Throughout the report, the situation in Croatia is compared with the EU27 wherever feasible.
Innovations in work organisation have the potential to optimise production processes in companies and improve employees’ overall experience of work. This report explores the links between innovations in work organisation – under the broader label of high performance work practices (HPWPs) – and the potential benefits for both employees and organisations. It draws on empirical evidence from case studies carried out in 13 Member States (Belgium, Denmark, Finland, France, Germany, Ireland, Italy, Netherlands, Poland, Portugal, Slovenia, Spain, UK) of the European Union where workplace innovations have resulted in positive outcomes.
Innovations in work organisation have the potential to optimise production processes in companies and improve employees’ overall experience of work. This report explores the links between innovations in work organisation – under the broader label of high performance work practices (HPWPs) – and the potential benefits for both employees and organisations.
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Introduction Average collectively agreed weekly hours Collectively agreed weekly hours, by sector -Metalworking -Banking -Local government Statutory maximum working time Average weekly working hours Annual leave...
In 2012, average collectively agreed weekly working time in the European Union, including Croatia, stood at 38.1 hours, the same as for the EU27 in 2011. The working week was on average 30 minutes shorter in the pre-2004 EU15 countries and over 1 hour and 30 minutes longer in the new Member States. Agreed normal annual working time averaged nearly 1,712 hours in the European Union as a whole – 1,678 hours in the EU15 and 1,824 hours in the new Member States. Of the three sectors examined, banking recorded the shortest average agreed normal weekly working hours with 37.6 hours, although this represents an increase of 0.2 hours on 2011. In the local government sector the average was 37.8 hours and in metalworking it was 37.9 hours. When collectively agreed paid annual leave entitlements are accounted for, average annual leave stood at 25.3 days across the EU, including Croatia, being slightly higher in the EU15 countries (26.7 days) and considerably lower in the new Member States (20.8 days).
There have been deep divisions between Italy’s three main trade union
confederations over the past decade. Since the early 2000s, united union
action has been jeopardised by differences of opinion and actual splits
between the General Confederation of Italian Workers (Cgil ), the Italian
Confederation of Workers’ Unions (Cisl ) and the Union of Italian
Workers (Uil ). There have been significant disputes over the signing of
important agreements both at national and sectoral levels.