In 10 sessions over the course of five months, the Metals, Mining and Energy
Workers trade union (Gewerkschaft Metall-Bergbau-Energie, GMBE) and eight
associations together comprising the metalworking sector within the
Bundessektion Industrie of the Austrian Chamber of the Economy
(Wirtschaftskammer Österreich, WKÖ) have thrashed out a collective
agreement on working time flexibilisation covering 229,000 employees (162,000
waged, 67,000 salaried) in industrial establishments. However, one of the
eight associations - Fachverband der Metallwarenindustrie- has been blocking
ratification of the deal since mid-March.
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.
Eurofound's representativeness studies are designed to allow the European Commission to identify the ‘management and labour’ whom it must consult under article 154 of the Treaty on the Functioning of the European Union (TFEU). This series consists of studies of the representativeness of employer and worker organisations in various sectors.
This series reports on developments in minimum wage rates across the EU, including how they are set and how they have developed over time in nominal and real terms. The series explores where there are statutory minimum wages or collectively agreed minimum wages in the Member States, as well as minimum wage coverage rates by gender.
Eurofound’s work on COVID-19 examines the far-reaching socioeconomic implications of the pandemic across Europe as they continue to impact living and working conditions. A key element of the research is the e-survey, conducted in three rounds – in April and July 2020 and in March 2021. This is complemented by the inclusion of research into the ongoing effects of the pandemic in much of Eurofound’s other areas of work.
The European Working Conditions Survey (EWCS) launched in 1990 and is carried out every five years, with the latest edition in 2015. It provides an overview of trends in working conditions and quality of employment for the last 30 years. It covers issues such as employment status, working time duration and organisation, work organisation, learning and training, physical and psychosocial risk factors, health and safety, work–life balance, worker participation, earnings and financial security, work and health, and most recently also the future of work.
The European Restructuring Monitor has reported on the employment impact of large-scale business restructuring since 2002. This series includes its restructuring-related databases (events, support instruments and legislation) as well as case studies and publications.
Eurofound’s Flagship report series 'Challenges and prospects in the EU' comprise research reports that contain the key results of multiannual research activities and incorporate findings from different related research projects. Flagship reports are the major output of each of Eurofound’s strategic areas of intervention and have as their objective to contribute to current policy debates.
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 ECS 2019, the fourth edition of the survey. The survey was first carried out in 2004–2005 as the European Survey on Working Time and Work-Life Balance.
This series reports on and updates latest information on the involvement of national social partners in policymaking. The series analyses the involvement of national social partners in the implementation of policy reforms within the framework of social dialogue practices, including their involvement in elaborating the National Reform Programmes (NRPs).
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.
This report examines a number of collective labour disputes involving industrial action in EU Member States, Norway and the UK. It provides a comprehensive study of each labour dispute, including information on industrial action events and the context for each dispute, as well as the relevant topics, actors, attempts at resolution and outcomes. Different types of collective labour disputes and their occurrence in various countries and sectors are presented, indicating how they are linked to different industrial relations regimes.
Social dialogue lies at the heart of the EU treaties and governance. Social partners are core stakeholders who can assess policy needs and contribute to policy formation and to designing and implementing national reforms in the social and employment fields. This report focuses on the timely and meaningful involvement of national social partners in the preparation of the new resilience and recovery plans and the national reform programmes (NRPs) that were temporarily integrated under the European Semester in 2021.
This policy brief explores the social situation of Europeans with a disability during the COVID-19 pandemic. Using data from the March–April 2021 Living, working and COVID-19 e-survey, it compares the situation of respondents with and without a disability in three areas: perceptions of the healthcare system, mental well-being and financial precarity.
This report examines the phenomenon of overtime in the EU, providing a comparative description of how it is regulated in EU Member States. It also assesses how contentious the issue can be and investigates the reasons behind the various disputes and debates. Finally, the report attempts to quantify and characterise the share of overtime for which workers are not paid or compensated. The analysis is based on information collected in EU Member States by the Network of Eurofound Correspondents.
Living and working in Europe, Eurofound’s 2021 yearbook, provides a snapshot of the latest developments in the work and lives of Europeans as explored in the Agency’s research activities over the course of 2021. The range of topics as a result is broad, from the growing diversity of employment across EU regions to developments in minimum wages, and of course the continuing impact of the COVID-19 pandemic.
Every year, Eurofound compiles a report summarising the key developments in minimum wages across EU countries. The report explains how minimum wages are set and describes the role of social partners, covering the evolution of statutory rates, collectively agreed wages and the national debates on these issues.
This report investigates the practical implementation of the European Works Council (EWC) Directive at company level. It explores the challenges faced by existing EWCs and provides examples of identified solutions and remaining issues from the point of view of both workers and management. The report looks at the way that EWCs meet the requirements of the EWC Directive in terms of establishing processes of information and consultation.
This report will map the existing regulations on telework in European Union Member States, including in legislation and collective agreements. It will present the most recent changes to these regulations and shed light on how the future of (tele)work could be regulated at both national and EU level, in order to improve working conditions in telework arrangements and reduce the risks associated with telework and with specific ways of working remotely.
The civil aviation sector has been deeply impacted by the COVID-19 pandemic. It is one of the most severe crises the sector has ever experienced, giving rise to a number of significant challenges for companies and workers alike. 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?
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?