collective bargaining, crisis, European Union, industrial relations, IR, social dialogue, wage-setting mechanisms, représentativité des partenaires sociaux européens interprofessionnels, les partenaires patronaux,European social dialogue, European Union, social dialogue, industrial relations, IR, European industrial relations, social policy, Val Duchesse, employers, trade unions, collective bargaining union, European works councils, European framework agreements, European company statute, représentativité, partenaires sociaux européens interprofessionnels, syndicats
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European semester,industrial relations, european industrial relations, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and consultation, open method of coordination, mutual learning,
Varities of Industrial Relations in Europe - 2017Eurofound
industrial relations in Europe; employment quality, autonomy, participation, representation, equality, equity, influence, fundamental rights, social cohesion, entrepreneurship, market, capitalism, non-discrimination, HRM, strategic choice, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and
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European semester,industrial relations, european industrial relations, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and consultation, open method of coordination, mutual learning,
Varities of Industrial Relations in Europe - 2017Eurofound
industrial relations in Europe; employment quality, autonomy, participation, representation, equality, equity, influence, fundamental rights, social cohesion, entrepreneurship, market, capitalism, non-discrimination, HRM, strategic choice, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and
industrial relations, industrial relations, european industrial relations, industrial relations in Europe, industrial relations in the EU, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and consultation, liberal market economy, coordinated market economy
Industrial relations - Industrial relations in Europe 2014 - Christian Welz -...Eurofound
Industrial relations developments in the EU in 2014, représentativité des partenaires sociaux européens interprofessionnels, les partenaires patronaux,European social dialogue, European Union, social dialogue, industrial relations, IR, European industrial relations, social policy, Val Duchesse, employers, trade unions, collective bargaining union, European works councils, European framework agreements, European company statute, représentativité, partenaires sociaux européens interprofessionnels, syndicats
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
June 2017 - The 2017 edition of the OECD Business and Finance Outlook focuses on ways to enhance “fairness”, in the sense of strengthening global governance, to ensure a level playing field in trade, investment and corporate behaviour, through the setting and better enforcement of global standards. This presentation by OECD's financial markets expert Adrian Blundell-Wignall shows key findings from the publication. Find out more here http://www.oecd.org/daf/oecd-business-and-finance-outlook-2017-9789264274891-en.htm
Good continued growth and satisfied customers
Folksam is growing and our customers are happy with us. During the period, we have implemented several measures in order to continue to reinforce our financial strength and focus on our core business of pension investments and insurance for the many. One measure has been to implement changes in the traditional life insurance with the aim of ensuring a positive and stable long-term return for our pension savers. For our customers in the corporate market, we are developing a simplified and standardised product, in order to become even better and more secure.
Major development initiatives have been carried out, such as improvement of the IT systems and an increase in our digital presence for customer communication, with the intention of becoming an even more modern financial enterprise. We are preparing for Solvency II, our most important and most highly prioritised project. We have continued to modernise, streamline and consolidate.
The euro crisis and geopolitical uncertainty are contributing to market turbulence, and a challenge that we share with other industry stakeholders is to find a way to yield positive returns at a time of historically low interest rates. It is against this background that our infrastructure investment should be viewed; the business acquisition where we, together with Borealis Infrastructure and the First and Third AP Fund, bought Fortum’s Swedish electricity grid. The transaction is now complete. It represents a very long-term investment.
By investing in safe, environmental and sustainable solutions for electricity transmission, we can achieve a good return that will benefit our pension savers and insurance customers.
Future prospects
We see continued growth within both life and non-life insurance activities. Folksam Life is expected to yield a lower return for the rest of the year, compared with the first two quarters. This is because we have implemented changes in the traditional life insurance and stopped selling the product Seniorkapital.
Our commitment to our customers propels our success. Even if the situation is favourable, there is always room for improvement. Our ambition is to attract more total customers and to have the most satisfied customers of the insurance and savings industry. We have established a high rate of change, and we invest and work in a goal-oriented and responsible manner to safeguard the trust that our customers have given us.
Jens Henriksson
CEO and Group President
2015 Manufacturing and Industrials M&A Predictions Cautiously optimisticDeloitte UK
Deloitte examine manufacturing and industrial M&A trends over the last eighteen months. Offering analysis and commentary on themes such as expectations for M&A and changes in strategies.
Measuring the return from pharmaceutical innovation 2016Deloitte UK
The seventh annual pharmaceutical innovation study by the Deloitte UK Centre for Health Solutions looks at the challenges the industry faces in generating returns from its R&D investments while highlighting the key strategies to help increase pipeline value while reduce R&D costs to generate sustainable R&D returns.
The UK investment management industry is at a turning point. Traditional active managers have already had to adapt to changes in the institutional market, but now they face a confluence of trends – from regulation to pension auto-enrolment to the growth of passive investing – that could radically reshape the retail side of their industry as well.
This year’s survey covers how big pay gap between the CEOs and all other workers is in the Canadian industry as a whole and also in its different sectors.
industrial relations, industrial relations, european industrial relations, industrial relations in Europe, industrial relations in the EU, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and consultation, liberal market economy, coordinated market economy
Industrial relations - Industrial relations in Europe 2014 - Christian Welz -...Eurofound
Industrial relations developments in the EU in 2014, représentativité des partenaires sociaux européens interprofessionnels, les partenaires patronaux,European social dialogue, European Union, social dialogue, industrial relations, IR, European industrial relations, social policy, Val Duchesse, employers, trade unions, collective bargaining union, European works councils, European framework agreements, European company statute, représentativité, partenaires sociaux européens interprofessionnels, syndicats
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
June 2017 - The 2017 edition of the OECD Business and Finance Outlook focuses on ways to enhance “fairness”, in the sense of strengthening global governance, to ensure a level playing field in trade, investment and corporate behaviour, through the setting and better enforcement of global standards. This presentation by OECD's financial markets expert Adrian Blundell-Wignall shows key findings from the publication. Find out more here http://www.oecd.org/daf/oecd-business-and-finance-outlook-2017-9789264274891-en.htm
Good continued growth and satisfied customers
Folksam is growing and our customers are happy with us. During the period, we have implemented several measures in order to continue to reinforce our financial strength and focus on our core business of pension investments and insurance for the many. One measure has been to implement changes in the traditional life insurance with the aim of ensuring a positive and stable long-term return for our pension savers. For our customers in the corporate market, we are developing a simplified and standardised product, in order to become even better and more secure.
Major development initiatives have been carried out, such as improvement of the IT systems and an increase in our digital presence for customer communication, with the intention of becoming an even more modern financial enterprise. We are preparing for Solvency II, our most important and most highly prioritised project. We have continued to modernise, streamline and consolidate.
The euro crisis and geopolitical uncertainty are contributing to market turbulence, and a challenge that we share with other industry stakeholders is to find a way to yield positive returns at a time of historically low interest rates. It is against this background that our infrastructure investment should be viewed; the business acquisition where we, together with Borealis Infrastructure and the First and Third AP Fund, bought Fortum’s Swedish electricity grid. The transaction is now complete. It represents a very long-term investment.
By investing in safe, environmental and sustainable solutions for electricity transmission, we can achieve a good return that will benefit our pension savers and insurance customers.
Future prospects
We see continued growth within both life and non-life insurance activities. Folksam Life is expected to yield a lower return for the rest of the year, compared with the first two quarters. This is because we have implemented changes in the traditional life insurance and stopped selling the product Seniorkapital.
Our commitment to our customers propels our success. Even if the situation is favourable, there is always room for improvement. Our ambition is to attract more total customers and to have the most satisfied customers of the insurance and savings industry. We have established a high rate of change, and we invest and work in a goal-oriented and responsible manner to safeguard the trust that our customers have given us.
Jens Henriksson
CEO and Group President
2015 Manufacturing and Industrials M&A Predictions Cautiously optimisticDeloitte UK
Deloitte examine manufacturing and industrial M&A trends over the last eighteen months. Offering analysis and commentary on themes such as expectations for M&A and changes in strategies.
Measuring the return from pharmaceutical innovation 2016Deloitte UK
The seventh annual pharmaceutical innovation study by the Deloitte UK Centre for Health Solutions looks at the challenges the industry faces in generating returns from its R&D investments while highlighting the key strategies to help increase pipeline value while reduce R&D costs to generate sustainable R&D returns.
The UK investment management industry is at a turning point. Traditional active managers have already had to adapt to changes in the institutional market, but now they face a confluence of trends – from regulation to pension auto-enrolment to the growth of passive investing – that could radically reshape the retail side of their industry as well.
This year’s survey covers how big pay gap between the CEOs and all other workers is in the Canadian industry as a whole and also in its different sectors.
Треугольник огня, стадии развития пожара, действия во время пожара, защита органов дыхания во время пожара, действия в случае возгорания одежды, симптомы отравления угарным газом, первая помощь при отравлении угарным газом
73º ANIVERSARIO DEL CLUB ATLÉTICO TARAPACÁ DE CHIQUIÁNZuniga Agustin
En este 73 aniversario (2012) hemos querido hacer una innovación, dar un giro hacia lo cultural, como son la presentación del coro del Club, poesías, anécdotas y baile. Pues creemos que con esta propuesta volveremos la atracción a los jóvenes, a compartir con ellos nuestra cultura . A devolver el brillo cultural de Chiquián en la provincia y departamento, como lo fue en décadas pasadas.
Varieties of industrial relations in Europe - 2016Eurofound
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industrial relations, european industrial relations, industrial relations in Europe, labour relations, employment relations, social dialogue, trade, unions, crisis, cross-sector, employers, european company, european framework agreements, european works council, industrial action, industrial action, industrial relations, law, minimum wage, sectoral social dialogue, social dialogue, trade unions, wages, working time, bargaining in the shadow of the law, collective agreements, European commission, EU law, EU treaties, decentralization of collective bargaining, single employer bargaining, multi-employer bargaining, extension of collective agreements, favourability principle, opt-out, opening clause, erga omnes, commodity, ILO, dispute settlement, varieties of capitalism, coordinated market economy, liberal market economy, bi-partite, tri-partite, Val Duchesse, macro-economic dialogue, tri-partite social summit, social dialogue committee, working time, labor productivity, labor cost, trade union density, collective bargaining coverage, pay, autonomous agreements, telework, parental leave, BUSINESSEUROPE, ETUC, CEEP, UEAPME, mega trends, information and consultation
On 23 June, the United Kingdom voted 52%-48% to leave the European Union in a national referendum, sending shockwaves across the political and corporate worlds. This unprecedented journey isn’t understood yet, even by those that led the ‘out’ campaign, but even as the results were being announced, stunned international markets were reacting. Companies in the UK, across Europe and the rest of the world are impacted and have been scrambling to understand the manifold possible implications on this on their business, customers, suppliers, employees, taxes, imports and exports. The Global PMI Network is bringing together leading experts across business, politics and academia to present and debate some of the implications on cross-border M&A.
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
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European Globalisation Fund - Christian Welz - Eurofound - DublinEurofound
Globalisation, European Globalisation Fund, globalisation, globalization, EU, fund, social model, transnational restructuring, redundancy, outsourcing, social partners, European Commission, Eurochambres, ETUC, Committee of the Regions, Ireland, European Globalization Fund, European Union, trade unions, employers,ember State has to demonstrate the link between planned redundancies and economic global structural changes identify the affected enterprise and worker identify the territory affected and the impact redundancies will have on local and regional employment discuss the procedures used to consult the social partners. conditions
job-search assistance, occupational guidance, tailor-made training, outplacement assistance and entrepreneurship promotion or aid for self-employment • special time-limited measures, e.g. job-search allowances, mobility allowances or allowances to individuals participating in lifelong learning and training activities • measures to stimulate in particular disadvantaged or older workers, to remain in or return to the labour market. types of actions funded
Industrial relations - The concept of representativeness at EU and national l...Eurofound
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ALL EYES ON RAFAH BUT WHY Explain more.pdf46adnanshahzad
All eyes on Rafah: But why?. The Rafah border crossing, a crucial point between Egypt and the Gaza Strip, often finds itself at the center of global attention. As we explore the significance of Rafah, we’ll uncover why all eyes are on Rafah and the complexities surrounding this pivotal region.
INTRODUCTION
What makes Rafah so significant that it captures global attention? The phrase ‘All eyes are on Rafah’ resonates not just with those in the region but with people worldwide who recognize its strategic, humanitarian, and political importance. In this guide, we will delve into the factors that make Rafah a focal point for international interest, examining its historical context, humanitarian challenges, and political dimensions.
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
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WINDING UP of COMPANY, Modes of DissolutionKHURRAMWALI
Winding up, also known as liquidation, refers to the legal and financial process of dissolving a company. It involves ceasing operations, selling assets, settling debts, and ultimately removing the company from the official business registry.
Here's a breakdown of the key aspects of winding up:
Reasons for Winding Up:
Insolvency: This is the most common reason, where the company cannot pay its debts. Creditors may initiate a compulsory winding up to recover their dues.
Voluntary Closure: The owners may decide to close the company due to reasons like reaching business goals, facing losses, or merging with another company.
Deadlock: If shareholders or directors cannot agree on how to run the company, a court may order a winding up.
Types of Winding Up:
Voluntary Winding Up: This is initiated by the company's shareholders through a resolution passed by a majority vote. There are two main types:
Members' Voluntary Winding Up: The company is solvent (has enough assets to pay off its debts) and shareholders will receive any remaining assets after debts are settled.
Creditors' Voluntary Winding Up: The company is insolvent and creditors will be prioritized in receiving payment from the sale of assets.
Compulsory Winding Up: This is initiated by a court order, typically at the request of creditors, government agencies, or even by the company itself if it's insolvent.
Process of Winding Up:
Appointment of Liquidator: A qualified professional is appointed to oversee the winding-up process. They are responsible for selling assets, paying off debts, and distributing any remaining funds.
Cease Trading: The company stops its regular business operations.
Notification of Creditors: Creditors are informed about the winding up and invited to submit their claims.
Sale of Assets: The company's assets are sold to generate cash to pay off creditors.
Payment of Debts: Creditors are paid according to a set order of priority, with secured creditors receiving payment before unsecured creditors.
Distribution to Shareholders: If there are any remaining funds after all debts are settled, they are distributed to shareholders according to their ownership stake.
Dissolution: Once all claims are settled and distributions made, the company is officially dissolved and removed from the business register.
Impact of Winding Up:
Employees: Employees will likely lose their jobs during the winding-up process.
Creditors: Creditors may not recover their debts in full, especially if the company is insolvent.
Shareholders: Shareholders may not receive any payout if the company's debts exceed its assets.
Winding up is a complex legal and financial process that can have significant consequences for all parties involved. It's important to seek professional legal and financial advice when considering winding up a company.
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Industrial relations - Industrial relations and wage-setting mechanisms in the crisis - Christian Welz - Eurofound
1. Eurofound – European Foundation for the Improvement of Living and
Working Conditions
www.eurofound.europa.eu
Industrial relations and wage-setting under
pressure
Academy on National Tripartite Social Dialogue
Turin - 19 September 2014
Christian Welz
2. 1. Overview
2. Actors u n d e r p r e s s u r e
3. Processes u n d e r p r e s s u r e
4. Outcomes u n d e r p r e s s u r e
5. Crisis vs. megatrends
6. Conclusions / discussion
Table of content
3. • Karl Marx
1867, Capital, vol. 1
chapter 6: The Buying and Selling of Labour-Power
• “labour-power can appear upon the market as a commodity,
only if, its possessor, the individual whose labour-power it is,
offers it for sale, or sells it, as a commodity
prologue
4. • “By viewing labour as a commodity, we at once get rid of the
moral basis on which the relation of employer and employed
should stand, and make the so-called law of the market the
sole regulator of that relation.”
(Dr John Kells Ingram, address to the British TUC in Dublin 1880)
• Clayton Anti-Trust Act 1914 (section 6)
• 'that the labor of a human being is not a commodity or article
of commerce'.
Samuel Gompers – leader of the American Federation of Labour for
20 years was inspired by Dr. Ingram
prologue
5. • Treaty of Versailles (article 427)
first principle of the new ILO pro- claimed ‘ that labour should not
be regarded merely as a commodity or article of commerce
introduced by British delegation
Gompers > personal defeat
• ILO DECLARATION OF PHILADELPHIA (10 May 1944)
labour is not a commodity
prologue
6. 1. Overview
• reorganisation of
• public IR
actors
• social
partners
• developments in
density rates
• abolishment of old
actors
• emergence of new
actors
• government
unilateralism
• new balance of
power
• changes
• CB levels
• wage setting
mechanisms
• opening
clauses
• extensions
• indexation
• expiry of CA
• minimum pay
• industrial action
• dispute resolution
• no. and length of
agreements
• inconclusive
outcomes
• pay provisions
• working time
• work organisation
ACTORS OUTCOMESPROCESSES
7. 2. actors
Impact Countries
successful tripartite negotiation (8-10) BE, BG, CZ, EE, FR, LT, LV, NL, PL, PT
breakdown of tripartite negotiations (10---) BE(2011/12), ES, FI, GR, HR, HU, IE, IT,
LU, PL(2011/12), SI
reorganisation of public actors and bodies ES, GR, HR, HU, IE, LU, RO
decline in trade union density CY, BG, DK, EE, LT, LV, SE, SI, SK, UK
halt in trade union density decline/increase
in trade union density
AT, CZ, DE, EE (for transport), LT
changes to membership of employer bodies CY (increase), DE (increase in members
not bound by CA), LT (first decline then
increase)
Source: EIRO national reports 2013.
ACTORS - SUMMARY
8. 2. actors
Impact Countries
decreasing influence and visibility BE, DK, EE, HU, IE, LV, NL
increased cooperation between the social
partners
DE, HU, LT, NL
emergence of new social movements ES, GR, PT, SI
increase government unilateralism BE, BG, EE, ES, GR, HR, IE, PL, PT,
SI
new power balance among actors BG, EE, ES, GR, LT, LV, PT
Source: EIRO national reports 2013.
ACTORS - SUMMARY
9. Trade union density _ 2011 v 2012
EIRO/ETUI 2013
FR LT PL EE HU LV CZ SK ES NL DE PT BG UK SI EU IE AT HR RO LU IT BE
M
T
DK SE FI GR CY
2011 8 10 12 11 11 12 16 16 15 21 22 20 18 26 27 31 34 34 35 40 37 36 52 59 67 70 68 28 50
2012 8 9 10 11 11 12 14 15 16 17 18 20 22 26 27 29 31 33 35 35 37 37 50 57 67 70 74 0 0
0
10
20
30
40
50
60
70
80
% of workforce 2011 2012
10. Employer density _ 2012 v 2013
EIRO 2013/14
LT PL EE HR SK LV UK CZ BG EU DK IT FR FI BE LU SI SE NL AT
2011 15 20 25 28 33 34 35 41 42 54 58 58 60 70 76 80 80 87 90 100
2012 15 20 25 28 30 41 35 48.6 0 56 58 0 75 71 80 80 80 86 85 100
0
20
40
60
80
100
120
% of employees in companies members of an EO
2011 2012
11. 3. processes
PROCESSES -
SUMMARY
Type of change Countries
Main level(s) of bargaining:
Decentralisation AT BG CY EL ES FR IE IT RO SI
Recentralisation BE FI
Horizontal coordination across bargaining
units
AT ES HU IE RO SE SK
Linkages between levels of bargaining
Ordering between levels EL ES PT
Opening and opt-out clauses AT BG CY DE EL ES FI FR IE IT NO PT
SE SI
Extending bargaining competence EL FR HU PT RO
Reach and continuity of bargaining
Extension procedures EL IE SK PT RO
Increased / changed use of existing
procedures
BG DE IT
Continuation beyond expiry EE EL ES HR PT
Minimum wage setting and indexation
14. • changes in EL, ES, PT
• continental Western, central Eastern and Nordic IR regimes have applied the ‘favourability’
principle to govern the relationship between different levels of CB
CAs concluded at lower levels can only improve on standards established by higher levels
exceptions: IE and the UK > reflecting their different legal tradition based on voluntarism
• (FR)
FR made changes already in 2004 (loi Fillon)
• ES
2011 law inverted the principle as between sector or provincial agreements and company agreements
EL
2011 law inverts the principle as between the sector and company levels for the duration of the
financial assistance until at least 2015
• PT
2012 Labour Code inverts the principle, but allows EOs and TUs to negotiate a clause in higher-level
CA reverting to the favourability principle
Ordering / favourability principle
15. opening clauses in sector and/or cross-sector CAs provide scope
for further negotiation on aspects of wages at company level
whereas opt-out clauses permit derogation under certain
conditions from the wage standards specified in the sector and/or
cross-sector CA
changes in opening clauses 6 MS
AT, DE, FI, IT, PT, SE
changes in opt-out clauses 8 MS
BG, CY, EL, ES, FR, IE, IT, SI
Changes in opening/opt-out clauses
16. • changes in: EL, FR, HU, PT and RO.
• EL
under 2011 legislation, CAs can be concluded in companies with fewer than 50
employees with unspecified ‘associations of persons’ these must represent at
least 60% of the employees concerned
•
• RO
legislation from 2011 introduces tougher criteria for trade TU representativeness
where unions do not meet the new criteria at company level, employers can now
negotiate CAs with unspecified elected employee reps
Extension of CB competence
17. Extension mechanisms
of the 28 MS
> 23 MS have extension mechanisms or a functional
equivalent (IT)
no legal procedure for extending collective agreements in
CY, DK, MT SE and UK
changes to either extension procedures or in their use
in 8 MS
BG, DE, EL, IE, PT, RO, SK, IT
18. clauses providing for agreements to continue to have effect
beyond the date of expiry until a new agreement is concluded
are intended to protect workers should employers refuse to
negotiate a renewal
they are found in a 9 MS at least
AT, DK, EE, EL, ES, HR, PT, SE, SK
changes have been made to such provisions in 5 MS
EE, EL, ES, HR, PT
Continuation of CAs beyond expiry
19. 4. outcomes
Impact Countries
inconclusive outcomes BG, CY, CZ ES, MT, NL
decrease in number of agreements CY, CZ, EE, LV, MT, PT, RO, SI
increase in duration of agreements AT, DE
decrease in duration of agreements BG, CY, DK, GR, LV, ES, SE
decrease in the level of pay increases AT, ES, FI, NL
pay cuts or freezes AT, BE, BG, DE, DK, ES, FI, GR,
HU, IE, IT, LT, LU, LV, NL, PL, PT,
SI, SK, UK
working time reduction/short-time working AT, BE, BG, DE, FR, HU, IT, LT, NL,
PL, SI, SK
non-renewal of agreements BG, CY, EE, ES
OUTCOMES –
SUMMARY
20. Statutory minimum wage and indexation
EIRO 2014
AT BE BG CY CZ DE DK EE EL ES FI FR HR HU IE IT LT LU LV MT NL PL PT RO SE SI SK UK
m-wage
change
indexat.
change
existing
no
change
existing
no
change
21. No. of CAs
EIRO 2014
AT BE BG CY CZ DE DK EE EL1 EL2 ES FR IT LT LU LV MT NL PL PT RO SE SK UK
22. 2008 2009 2010 2011 2012 2013
sector CA
200
164 166 115 46 46
company
CA
95 87 64 55 39 48
total CA 295 251 230 170 85 94
extension 137 102 116 17 12 9
coverage /
in 1000 pers.
1,894 1,397 1,407 1,236 327 242
No. of newly concluded CAs in PT
23. 5. Crisis vs. megatrends
Trend Origin
Restructuring of actors Megatrend
Decline in trade union density Megatrend
Public Sector Reform Megatrend
Decentralisation of collective bargaining Megatrend (crisis
accelerated)
Increase in opt-out clauses Crisis-induced trend
Increase in opening clauses Crisis-induced trend
Decrease of extensions Crisis-induced trend
Shorter duration of collective agreements Crisis-induced trend
Drop in volume of bargaining Crisis-induced trend
Drop in quality of bargaining Crisis-induced trend
Shorter continuation of CAs upon expiry Crisis-induced trend
Reforms in wage-setting mechanisms Crisis-induced trend
More adversarial industrial relations Crisis-induced trend
Source: EIRO 2013
24. • change has been concentrated amongst 6 MS, whose WSMs
have each undergone multiple changes
CY, EL, ES, IE, PT, RO
been in receipt of financial assistance packages from the ‘troika’
changes in WSMs were required in all except ES
• in a further 4 MS there have been some changes to WSMs
HR, HU, IT and SI
change primarily driven by domestic actors > governments or SP
• in a majority of 18 MS WSMs have seen few or no changes
since 2008
6. Conclusions
25. • impact of the ‘troika’ in inducing changes to WSMs
amongst those countries receiving financial
assistance packages is clear
• government-imposed measures in these countries
have substantially reconfigured WSMs
6. Conclusions
26. • influence of Country Specific Recommendations (CSRs) under the
European semester is variable
12 MS have been issued with CSRs on wage setting or wage policy
in some of the 12 MS changes seem consistent with the respective CSR
in others, changes fall somewhat short of the respective CSR
in yet other countries, CSRs would seem to have had no discernible
effect
6. Conclusions
27. • amongst the programme MS the broader effect of multiple,
government-imposed changes has been to reconfigure WSMs
by weakening or removing key state support for MEB
favourability principle
extension procedures
continuation of agreements beyond expiry
• capacity of MEB to comprehensively regulate wages has been
weakened
•
6. Conclusions
28. • EU’s new economic governance regime seems primarily to be
aimed at ‘marketising’ collective wage setting
involves WSMs becoming more sensitive to the market circumstances of
companies through (further) decentralisation
• CSRs have mostly been targeted at countries with MEB rather
than SEB bargaining regimes
6. Conclusions
29. • EU Member States with the tripartite systems
more scope for a joint response to the crisis
• IR systems of Nordic and Central countries contain more
potential flexibility in terms of the actors and the processes
enabling them to adapt more readily to changes
more solid linkages between IR levels and overall less adversarial IR
may well have contributed to their resilience during the crisis
• IR systems of Mediterranean MS have changed them most
• “East Europenisation of IR”
6. Conclusions
30. • Clayton Anti-Trust Act 1914 (section 6)
• 'that the labor of a human being is not a commodity or article
of commerce'.
• wage setting in the crisis and the new economic governance
towards a re-commodification of labour ?
epilogue
31. • towards a re-commodification of labour ?
• Labour is not a commodity > clause not in the Treaties
• yet Albany case (1996)
• Albany used the competition rules in Article 81(1) EC (now
Article 101(1) TFEU) claiming that mandatory pension
scheme compromised their competitiveness
•
epilogue and discussion
32. • ECJ
• “ social policy objectives pursued by CAs would be seriously
undermined if management and labour were subject to
Article 85(1) “
• Advocate General Jacobs
• “ CAs enjoy automatic immunity from antitrust scrutiny”
• Art. 153 (5) TFEU
• The provisions of this Article shall not apply to pay, the right of
association, the right to strike or the right to impose lock-outs.
epilogue and discussion
33. thank you !
for further information:
http://www.eurofound.europa.eu/eiro/studies/tn1301019s/index.htm
http://www.eurofound.europa.eu/eiro/
http://www.eurofound.europa.eu/areas/industrialrelations/dictionary/
christian.welz@eurofound.europa.eu