1997's collective bargaining in the private sector is concentrating on three
main issues: 100% wage compensation during maternity leave; further
negotiations over the pension scheme initiated in 1991; and a limited wage
increase to allow for inflation. The social partners in the different
bargaining areas are largely in agreement on the content of the new
collective agreements, but the central social partner organisations - the
Danish Confederation of Trade Unions (LO) and the Danish Employers'
Confederation (DA) - still cannot agree whether the new collective agreements
should be of two or three years' duration.
This action, which came as a complete surprise to the 3,100 employees, is
part of the French-owned motor manufacturer's "new industrial strategy" of
concentrating production to cut its financial losses. Michel de Virville,
managing director of Renault, announced the closure adding that:
In accordance with its 1995 collective agreement, Akzo Nobel has evaluated
the effects of "working time differentiation" and more flexible working hours
on employment. Since the effects appear positive, a 36-hour week is expected
to be introduced by 1 July 1997.
Telecom Eireann's plan to introduce personal contracts for 300 of its
managers who report directly to senior executives must be seen in the context
of the company's effort to implement a major programme of change to meet the
requirements of EU-driven deregulation requirements. A Telecom redundancy
package was also reactivated recently, one of several in recent years, as the
company seeks to reduce costs. It is also to enter talks with the union
representing general workers in Telecom, the Communications Workers Union, on
a proposed IEP 110 million cost savings plan.
On 4 February, following a mediation proposal by the Government, the national
metalworking collective agreement was signed. Negotiations had lasted for
nine months and were marked by moments of breakdown and conflict which
resulted in strikes. The metalworking settlement, which covers some 1.5
million workers, is Italy's most important industry-wide agreement. It will
strongly influence both the forthcoming renewals of contracts in other
sectors and the evaluation of the July 1993 tripartite central agreement on
incomes policy and collective bargaining structure, planned for June 1997.
In January and February 1997, many French towns were hit by public transport
strikes, affecting bus, tram and underground rail services. The strikers'
demands differed somewhat from town to town but certain themes have been
common. such as: improvements in working conditions; better protection from
crime and delinquency, two consecutive days off in a week; and less taxing
route schedules. Strikers have also been demanding pay rises and a reduction
in the working week to 35 hours or less, with the recruitment of new
personnel to take up the slack. Demands for the right to retire with full
pensions at the age of 55, along with systematic replacement of retiring
employees by new recruitment, have also been frequently voiced.
On 31 January 1997, the Second National Agreement on Temporary Employment
Agencies was signed. This is the second agreement reached in this sector
since the activity of temporary employment agencies (TEAs) in Spain was
approved in 1994. It will remain in force until 31 December 1999.
One of the continuing quarrels between the Social Democrat Government and the
largest trade union confederation, the Confederation of Trade Unions for
Blue-Collar Workers (Landsorganisationen or LO), appears to have been settled
by an agreement on the overall features of the unemployment insurance system,
presented on 12 February. Formally, the Government is not involved in the
settlement, but the details of the settlement were presented in a press
release from the Ministry of Labour and in person by the Minister of Labour,
Margareta Winberg, together with LO's vice-president, Wanja Lundby-Wedin.
The European Commission has recently published its report on progress made in
the implementation of equitable wage policies since 1993. The aim of
providing all employees with an equitable wage was enshrined in the Charter
of the Fundamental Social Rights of Workers, which was adopted by 11 member
states (with the exception of the UK) in 1989. In accordance with the 1989
social Action Programme, the Commission published an Opinion in 1993, which
stated that the pursuit of an equitable wage must be seen as part of the
general drive to achieve higher productivity and employment creation, and to
foster good relations between the two sides of industry. The member states
were encouraged to give substance to their commitment made in adopting the
Social Charter, by working towards the establishment of an equitable wages
policy. This was to be achieved through greater labour market transparency
with regard to wages. The social partners were also called upon to contribute
to the achievement of this aim.
The central social partners - the Austrian Trade Union Confederation
(Österreichischer Gewerkschaftsbund,ÖGB) and the Austrian Chamber of
Commerce (Wirtschaftskammer Österreich, WKÖ), the statutory body grouping
almost all nonagricultural enterprises - have for some time been discussing a
range of changes to the 1969 Working Time Law (Arbeitszeitgesetz, AZG). The
aim is to maintain competitiveness and employment by making possible a more
uneven distribution of working hours over time, without financial penalty to
the employer. This is expected to lead to higher productivity, better use of
plant, lower inventories, and a capability to respond more swiftly to
variations in demand. The trade unions also hope to achieve a reduction of
hours worked by individual employees in favour of more employment.
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 2009, the second edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
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 2013, the third edition of the survey. The survey was first carried out in 2004–2005 as the European Establishment Survey on Working Time and Work-Life Balance.
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.
Building on previous work by Eurofound, this report will investigate intergenerational dynamics over time. During the 2008 double-dip recession, worrying intergenerational divides appeared in many Member States, and while some of the economic and social impact of the COVID-19 pandemic is universal, early data suggests disparities across demographic cohorts. Eurofound will examine how different age groups may have been affected in terms of their health, labour market participation, quality of life and financial needs, both in the short term and in the long term.
Adequate, affordable housing has become a matter of great concern, with an alarming number of Europeans with low or lower household incomes unable to access any, especially in capital cities. Housing was a key factor in people’s experience of the COVID-19 pandemic: its quality and level of safety significantly affected how lockdowns and social distancing measures were experienced, with those who had no access to quality housing at higher risk of deteriorating living conditions and well-being.
The COVID-19 pandemic triggered an extraordinary level of provision of social services across the EU. Healthcare and care providers carried much of the burden and, together with essential services, played a crucial role in getting citizens through the crisis. This report explores how public services adapted to the new reality and what role was played by the digital transformation of services. The aim is to contribute to the documentation and analysis of changes in funding, delivery and use of healthcare and social services during the pandemic.
The use of artificial intelligence, advanced robotics and the Internet of Things technologies in the workplace can bring about fundamental changes in work organisation and working conditions. This report analyses the ethical and human implications of the use of these technologies at work by drawing on qualitative interviews with policy stakeholders, input from the Network of Eurofound Correspondents and Delphi expert surveys, and case studies.
This study provides information allowing for an assessment of the representativeness of the actors involved in European sectoral social dialogue taking place at cross-sectoral level. 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’s study on representativeness is to identify the relevant national and European social partner organisations at cross-sectoral level in the EU Member States.