Industrial relations - Industrial relations in the EU and in the EU 28 Member States in...
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Transcript of Industrial relations - Industrial relations in the EU and in the EU 28 Member States in...
European Industrial Relations (IR)
University of Applied Sciences Kehl
Europäisches Verwaltungsmanagement
09 Mai 2015
Christian Welz
Outline
A. EU at a glance
B. Diversity of national IR regimes
C. Europeanisation of IR regimes?
a. cross-sector level
b. sectoral level
c. company level
D. Impact of the crisis on IR regimes
E. Discussion
A. Primary EU law
• 1952: Treaty of Paris (ECSC)• 1958: Treaties of Rome (EEC, EAC)• 1987: Single European Act (Common
Market)• 1993: Treaty of Maastricht (Euro,
ESD)• 1999: Treaty of Amsterdam• 2003: Treaty of Nice• 2009: Treaty of Lisbon (TEU/TFEU)
Evolution of European Industrial Relations
1950 1960 1970 1980 1990 2000
European Company Statute
EWCs
Coordination of bargaining
Macroeconomic Dialogue
Social Dialogue
Employment Strategy
European Integration
EC
SC
Trea
ty o
f R
ome
SE
A
Maa
stric
htA
mst
erda
mN
ice
Art.48/119
• •Standing Employment Committee
•Val Duchesse
•
1st EMF conference•1st company agreement
• 1st draft
Community method
EC
EP
proposal prop
osal
ordinary / special legislative procedureCouncil
European social dialogue
EMP
EC
TU
consultationcons
ulta
tion
“bargaining in the shadow of the law”
B. Diversity of national IR regimes
Definition of industrial relations
industrial relations (IR) “the focal point of the field (…) is the employee-employer
relationship.” (US Social Science Research Council 1928)
“(…) the consecrated euphemism for the permanent conflict, now acute, now subdued, between capital and labour.”(Miliband,1969, 80, cited by Blyton/Turnbull, 2004, 9)
“The central concern of IR is the collective regulation (governance) of work and employment.” (Sisson 2010)
environment
political
legal
economic
societal
actors
employers
trade unions
governments
processes
collectivebargainingparticipation
industrialactionsettlement of disputes
outcomes
collective agreements
labour legislation
outputs > impacts > inputs
pay, WT, productivity, employment, job security, labour peace…
inputs outputs
System of Industrial Relations
Industrial relations regimes
• Liberal market vs. coordinated market economies
Peter Hall and David A. Soskice, 2001,
Varieties of Capitalism: the institutional foundations of comparative advantage,
Oxford University Press.
Liberal Market Economies
• UK– corporate governance: outsider shareholder dominated;
performance represented by current earnings and share prices – employee relations: short term, market relations between employee
and employer; top management has unilateral control of the firm– industrial relations: employer organisations and unions relatively
weak; decentralised wage setting; insecure employment (“hire and fire”; fluid labour markets)
– vocational training / education: vocational education offered on market; labour force has high general skills
– inter-firm relations: market relations, competition; use of formal contracting and subcontracting relationships.
Coordinated Market economies
• DE– corporate governance: long-term bank-dominated insider systems;
cross-directorships; cross-shareholding; – employee relations: long term, formalised participation of
employees; consensus decision-making with management– industrial relations: trade unions and employers organised;
industry-wide collective bargaining and pay determination; employment relatively secure
– vocational training: elaborate industry-based training schemes; labour force has high industry-specific and firm-specific skills
– inter-firm relations: development of collaborative networks; cooperation among firms in diffusing technologies
Industrial relations regimes
• 5 geographical clusters
Visser, Jelle, 2008, in: EC, Industrial Relations in Europe Report, Brussels, DG EMP.
IR regimeCentre–West
social partnership
North
nordic corporatism
West
liberal
pluralism
South
polarised
pluralism
Centre–East
transition economies
MS
Germany
Austria
Netherlands
Belgium
Luxembourg
Slovenia
Sweden
Denmark
Finland
United Kingdom
Ireland
Cyprus
Malta
Greece
Spain
Italy
France
Portugal
Bulgaria
Czech Republic
Estonia
Latvia
Lithuania
Hungary
Poland
Romania
Slovakia
role of SPs in IR
institutionalised institutionalised rare/event-driven irregular/politicised irregular/politicised
role of State in IR
‘shadow’ of hierarchy limited non-intervention frequent intervention organiser of transition
employee representation
dual unions unions variable unions
level of CB sector sector company sector/company company
Trade Unions
Intersectoral level
Government
Employers
Intersectoral level
Sectoral level Sectoral level
Company level
Levels of CB - wages
Company level
BelgiumFinland
AustriaDenmark1France1GermanyGreeceIreland1ItalyLuxembourg1NetherlandsPortugal1Spain1Sweden1
Denmark2France2Ireland2Luxembourg2 Portugal2Spain2Sweden2UK
Trade Unions
Intersectoral level
Government
Employers
Intersectoral level
Sectoral level Sectoral level
Company level
Levels of CB - wages
Company level
Slovenia 1
Bulagaria1Cyprus 1Slovakia 1Slovenia 2
Bulgaria2CroatiaCyprus 2Czech Rep.EstoniaHungaryLatviaLithuaniaMaltaPolandRomaniaSlovakia 2
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 MT
DK
SE FI
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
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
5
15
25
35
45
55
65
75 % of workforce 2011 2012
Collective bargaining coverage _ 2011 v 2012 EIRO/ETUI 2013/14
LT LV HU
PL BG EE CZ SK UK
RO
IE DE CY LU EU HR
DE MT
GR
DK
ES IT NL PT SE FR FI SI BE AT
2011 15 17 23 25 33 33 34 35 37 38 44 49 52 54 56 60 61 61 65 65 68 80 84 90 90 90 90 96 96 100
2012 15 16 23 29 29 33 33 35 29 38 44 36 0 59 51 60 53 61 0 65 58 80 80 12 88 92 93 75 96 97
10
30
50
70
90
110% of workforce 2011 2012
Average hourly labour costs (2012) EIRO 2014
BG
RO
LV LT PL HU
SK EE CZ PT GR
SI CY
EU UK
ES IT IE DE AT FI NL SE FR LU BE DK
2012
3 4.4 5.25
5.8 7.4 7.5 8.3 8.4 10.6
12.2
14.9
14.9
18.2
20 20.1
21 28.1
29.1
29.6
30.5
30.8
32.28
33.3
34.3
34.6
37.2
38.1
2.5
7.5
12.5
17.5
22.5
27.5
32.5
37.5
42.5 EUR
Monthly minimum wage _ 2011 v 2012 EIRO 2013/14
BG RO LV LT CZ EE SK HU HR PL PT GR EU ES MT SI CY UK FR BE IE NL LU
2011
128 158 285 232 310 290 327 338 385 345 485 585 661 641 685 748 855 1090
1425
1415
1461
1446
1757
2012
145 157 287 290 312 320 337 372 372 393 485 683 712 753 763 763 870 1264
1430
1443
1461
1485
1874
100
300
500
700
900
1100
1300
1500
1700
1900 EUR 2011 2012
Real labour productivty (2012) EIRO 2014
EE SI LV LT PL CZ MT CY EU IT BE AT FI DE SE FR NL IE
2012 1.7 2.4 8.2 10.3 10.4 13.2 14.5 21.5 27 32.2 37.2 39.5 39.5 42.6 44.9 45.4 45.6 50.4
5
15
25
35
45
55EUR per h worked
Number of working days lost _ 2013 EIRO 2014
BG CZ HU LT LU LV MT PL RO SK HR NO AT SE IE FI DE BE DK UK CY ES
2013 0 0 0 0 0 0 0 0 0 0 2 3 3 9 15 26 150 174 379 444 605 1099
100
300
500
700
900
1100 in 1000 days
Cross-sector social partners in the EU
• 108 trade unions
• 134 employers associations
Cross-sector social partners in the EU EIRO 2014
LV AT SK LT NL EE PTH
R FIUK DK SI
ESRO
0
5
10
15
20
25
30
1 1 2 3 3 2 3 3 3 2 2 3 3 4 53 3 3 4 4 4 4
7 6 7 6 5
12
2 33 2 2 4 3 3 3 5 5 4 4 3 2 5 5 5 4 5 5 6
4 6 5 7
14
15
TU EO
C. Europeanisation of IR regimes?
Val Duchesse
Intersectoral social dialogue
Sectoral socialdialogue
EWCsIFAs_EFAs
SEs
Cross industry
Sectoral
Company
national social dialogue
European Industrial Relations- level linkages
Definitions of SD
• articles 152, 154 and 155 TFEU• developed in EC communications and decisions
• discussions, consultations, negotiations and joint actions undertaken by the social partner (SP) organisations
• representing the two sides of industry (employers and trade unions)
Forms of ESD
• bipartite autonomous dialogue between employers and trade
unions e.g. Social Dialogue Committee (SDC)
• tripartite tripartite SD involves the EU (EC, and where appropriate,
Council and European Council) as well as the SP e.g. Tripartite Social Summit (TSS) art. 152 TFEU
Forms of ESD
bipartite dialogueemployers – trade unions
tripartite concertationpublic authorities
(EC, Council) + trade unions + employers
e.g. TSS
European Social Dialogue
sectoral
covering workers + employersof 43 specific sectors
= 75% of the workforce /+ 150 mio. workers
cross-industry
covering the economy as a whole
workers + employers
Fora of ESD
• Social Dialogue Committee (SDC)main body for bipartite SD meets 3-4 times/year to discuss social topicsconsists of max. 66 representatives - equally divided
between employers and trade unions can set up technical working groups adopts and follows up the results of negotiations
between employers and trade unions takes part in social dialogue summits
Fora of ESD
• Tripartite Social Summit (TSS) main political forum for consultation of the SP given its high-
ranking composition (presidential level) and proximity to the European Council decision-making process
twice a year (March/October European Councils) debate on economic and social policies
• Macroeconomic Dialogue (MED) high-level forum (ministerial level) for the exchange of views
between the Council, EC, ECB and SP created by the 1999 Cologne European Council to contribute to the
growth and stability goals of the macroeconomic framework
cross-sector level
cross - industry
Employers
- BUSINESSEUROPE
- European Centre of Employers and Enterprises providing Public Services (CEEP)
- European Association of Craft, Small and Medium-Sized Enterprises (UEAPME)
Trade Unions
- European Trade Union Confederation (ETUC)
- CEC-European Managers
- EUROCADRES (Council of European Professional and Managerial Staff)
environment
political
legal
economic
societal
actors
BUSINESSEUROPE
UEAPMECEEPETUC
--------------------------EU institutions
processes
ESD under EU law
154/155 TFEU
outcomes
frameworkagreements
EU labour law
& other texts
implementation
a) Council decisionb) nat. procedures + practices
specific to SP and MS
inputs outputs
ESD under articles 154/155 TFEU
proposal in the social policy field
where appropriate,EC follow-up
where appropriate,EC follow-up
EC art. 155art. 154
1. consultation on the direction
opinion
2. consultation on the content
opinion
failure
if EU actionis desirable
negotiation
nine months, unless extended
agreement
social partners
Agreement implementation
autonomous route
according to procedures and practices specific to management and labour and the MS
legislative route
1. submitted to the EC2. EC makes proposal3. EP informed4. Council decision
= extension erga omnes
Outcomes of the European cross-industry SD
Agreements implemented by Council decision
[implementation by MS / monitoring by the EC]
1. Framework agreement on parental leave (1995)2. Framework agreement on part-time work (1997)3. Framework agreement on fixed-term work (1999)4. Revised framework agreement on parental leave (2009)
Autonomous agreements implemented by procedures and practices specific to management and labour and the MS
[implementation and monitoring by the SP]
1. Framework agreement on telework (2002)2. Framework agreement on work- related stress (2004)3. Framework agreement on harassment and violence at work (2007)4. Framework agreement on active inclusion (2010)
• is a form of (…)
work, using IT, in the context of an employment contract/relationship, where work, which could also be performed at the employers premises, is carried out away from those premises on a regular basis.” (art.2)
Autonomous agreement: telework (2002)
heteronomousautonomous
soft law
hard law
FI, SE
NL LV, IE , UK
AT, DE, DK, EL, ES, IT
BE, FR, LUCZ, HU, SKPL PT, SI
tripartite processbipartite process social partner consultation
legislation without SP consultation
code of practice/guidance
collective agreement
legislation
extension of CA
voluntary agreement
Telework agreement: implementation
Failures of the European Social Dialogue
Failures resulting in legislation
1. European Works Councils
2. Reversal of burden of proof
3. Information and consultation
4. Temporary agency work
e.g. revision of working time directive
Failures of the ESD and of legislation
sectoral level
Sectoral Social Partners: 15 European Industry Federations (e.g.)
• EFBWW European Federation of Building and Woodworkers
• ECF European Federation of Food Workers• EFFAT European Federation of Food, Agriculture and
Tourism Trade Unions• EPSU European Federation of Public Service Unions• FST Federation of Transport Workers• ETUCE European Committee for Education• UNI-Europa Union Network International• EEA European Alliance of Media and Entertainment• EFJ European Federation of Journalists
• IndustriALL ETUF-TCL + EMCEF + EMF
Sectoral Social Partners: 65 employers’ organizations (e.g.)
• CEEMET Council of European Employers of the Metal, Engineering and Technology-
Based Industries• ECSA European Community Shipowners’
Association• Eurociett European Organisation of CIETT
(International Confederation of Private Employment Agencies)
• FERCO Federation of Contract Catering Organisations
• HOSPEEM European Hospital and Healthcare Employers Association an
• ……………
43 Sectoral Social Dialogue Committees
- Agriculture- Audiovisual- Banking - Catering- Central Admin- Chemical industry- Civil aviation- Cleaning Industry- Commerce- Construction- Education- Electricity- Extractive Industries- Food and Drink- Football
- Footwear- Furniture- Gas- Graphical sector- Horeca- Hospitals- Inland Waterways- Insurance- Local and regional Government- Live performance- Maritime Transport- Metal- Paper- Personal services- Ports
- Postal services - Private security - Railways - Road transport - Sea fisheries- Shipbuilding- Steel- Sugar- Tanning and leather- Telecommunications- Temporary agency work- Textile and clothing- Woodworking
sectoral: 15 industry federations (e.g.)
• EAEA European Arts and Entertainment Alliance • ECA European Cockpit Association• EFBWW European Federation of Building and
Woodworkers• EFFAT European Federation of Food, Agriculture and
Tourism Trade Unions• EFJ European Federation of Journalists • EPSU European Federation of Public Service Unions• ETF Federation of Transport Workers• ETUCE European Committee for Education• FIFPro International Federation of Professional
Footballers' Associations – Division Europe • industriALL European TU (ETUF-TCL + EMCEF + EMF)• UNI-Europa Union Network International…
sectoral: 65 employers organisations (e.g.)
• CEEMET Council of European Employers of the Metal, Engineering and Technology- Based Industries
• Coiffure EU European Association of Employers' Organisations in Hairdressing
• EBU European Broadcasting Union• Eurociett European Confederation of Private
Employment Agencies • FERCO Federation of Contract Catering
Organisations• FoodDrinkEurope Europe's Food and Drink Industry• HOSPEEM European Hospital and Healthcare
Employers Association
Categories of texts
Outcomes by type of text (03/2015)
457
115
84
47
43
36
121810
98joint opinions
declarations
tools
procedural texts
follow-up reports
guidelines
autonomous agreements
policy orientation
codes of conduct
frameworks of action
agreements > Council decision
Outcomes by theme (03/2015)
176
90
86
8662
62
59
32
27
24
20
2016
1413 12 10 97 7 4 3 economic & sectoral policies
social dialogue health and safety training & life long learningemploymentsocial aspects of EU policiesworking conditionscorporate social responsibilitygender equality sustainable developmentmobilityworking timeenlargementrestructuringpublic procurementharassmentageing workforceundeclared workteleworkyoung peopleracismdisability
Outcomes by addressee (03/2015)
488
162
153
36
EU institutions / national authori-ties
national organisations
EU social partners
companies
Agreements: Council decisionsectoral / cross sector
1. Agreement on fishing 20122. Health & safety in hairdressing 20123. Working time (WT) inland waterways 20124. Prevention from sharp injuries 20095. Parental leave (revised.) 20096. Maritime Labour Convention 20087. Working conditions of mobile railway workers 20048. WT mobile staff aviation 20009. Fixed-term work
199910. WT seafarers 199811. Part-time work 199712. Parental leave 1995
Autonomous agreementsmulti / sectoral / cross sector
1. Minimum contract requirements in football 20122. Inclusive labour markets 20103. Certificate for hairdressers 20094. Combatting violence & harassment 2007 5. Good handling of crystalline silica 20066. Combatting stress 20047. Driving license railways cross-border services 20048. Telework 2002
Failures of the ESD
1. European Works Councils
2. Reversal of burden of proof
3. Information and consultation
4. Temporary agency work
5. Revision of the WT directive
company level
• European Works Council • European Company Statute• International/European Framework Agreements
European Works Councils
• EWC directive (94/45/EC recast 2009/38/EC)• 2204 companies covered
1000 employees 150 in 2 Member States
• 1056 active EWCs in 2014 8 HQs in IE: Aer Lingus, Ardagh, Board Mona, CHR, Glen Dimplex,
James Hardie, Kerry Group, Smurfit Kappa 58 EWCs > IE chosen as country of law applicable
• process must be triggered at least 100 employees in at least 2 Member States (written request)
• 60 % of workforce / 14.5 million covered
MS with active EWCs in 2013 EIRO 2014
CY CZ GR PT HU LU ES AT DK IE FI IT EU SE NL BE FR DE
2013 1 1 1 1 3 17 18 34 41 58 62 82 85 111 119 181 263 372
25
75
125
175
225
275
325
375 %
European company statute
• European Company Statute (EC 2157/2001) involvement of employees (2001/86/EC) SE works councils
• over 2239 SEs registered in 2014 10 in IE > 2 with more than 5 employees
e.g. Aviva, Atrium, Axis RE, Axon Neuroscience, Carthago Invest, Paypal 289 normal SEs
= activities + 6 employees (Allianz, Porsche, Strabag) more than 309 empty/micro SEs
= activities + less 5 employees 1562 UFO SEs
> little information
International / European framework agreements
• IFA
company agreement signed by a MNC and a Global Union Federation (GUF)
• EFA
company agreement signed by a MNC and a European Industry Federation (EIF) and/or a EWC
International Framework Agreements in 10/08
0
2
4
6
8
10
12
14
16
18
EFA _incidence
• 73 EFAs• 52 co-signed by and EWC• 42 signed by an EWC only• leader: France with 26 EFAs in 14 companies
Suez 5, Air France 4, Vivendi 3,
Content of EFAs
0 5 10 15 20 25
CSR
Training
Equal opportunities
Sub-contracting
Financial participation
Fundamental rights
Other
Data protection
HRM + Social Management
H&S
Social dialogue
Restructuring
D. Impact of the crisis on IR regimes
1. Actors u n d e r p r e s s u r e
2. Processes u n d e r p r e s s u r e
3. Outcomes u n d e r p r e s s u r e
4. Conclusions
5. Epiloque and discussion
Table of content
Actors
Impact Member State
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, IE, 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)
Actors
Impact MS
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
Processes
PROCESSES - SUMMARY
Type of change MSMain 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 mechanisms
Minimum wage setting CY DE EL ES HR HU IE PL PT SI SK
Indexation BE CY ES IT LU
Country Multi-employer (MEB) or Single-employer (SEB) bargaining prevalent 2008 2011
Austria MEB MEBBelgium MEB MEBBulgaria Mixed MixedCroatia MEB MEB
Cyprus Mixed MixedCzech Republic SEB SEBDenmark MEB MEBEstonia SEB SEBFinland MEB MEB
France MEB MEBGermany MEB MEBGreece MEB MEBHungary SEB SEBIreland MEB SEBItaly MEB MEBLatvia SEB SEBLithuania SEB SEBLuxembourg MEB MEBMalta SEB SEBNetherlands MEB MEBNorway MEB MEBPoland SEB SEBPortugal MEB MEBRomania MEB SEBSlovakia Mixed MixedSlovenia MEB MEBSpain MEB MEBSweden MEB MEBUnited Kingdom SEB SEB
Company level
Sector level
National level
AT
CY
EL
IT
BG
ES
FR
FI
RO
SI
IE
Trends in main levels of CB
BE
PT
Employer density rates 2013
Eurofound 2015
Membership of employers’ organisations participating in collective bargaining (%)
Trade Union density rates 2013 in %
Collective bargaining coverage 2002 - 2013
• continental Western, central Eastern and Nordic IR regimes apply the favourability’ principle to govern the relationship between different levels of CB CAs 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 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
opening clauses in sector/cross-sector CAs provide scope for further negotiation on aspects of wages at company level
opt-out clauses permit derogation under certain conditions from the wage standards specified in the sector/cross-sector CA
changes in opening clauses 6 MSAT, DE, FI, IT, PT, SE
changes in opt-out clauses 8 MSBG, CY, EL, ES, FR, IE, IT, SI
•
Changes in opening/opt-out clauses
• changes: 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 (2011) introduces harder criteria for trade TU
representativeness where TUs do not meet the new criteria at company level, EOs can
now negotiate CAs with unspecified elected employee reps
Extension of CB competence
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 MSBG, DE, EL, IE, PT, RO, SK, IT
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
Outcomes
Impact MSinconclusive 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
No. of CAsEIRO 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
2008 2009 2010 2011 2012 2013 2014
sector CA194
164 166 115 46 46 72
companyCA
97 87 64 55 39 49 80
total CA 291 251 230 170 85 95 152
extension 137 102 116 17 12 9 +/_15
coverage /in 1000 pers.
1,895 1,397 1,407 1,237 328 243 246
No. of CAs in PT
• 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
Conclusions
• impact of the ‘troika’ in inducing changes to WSMsamongst those countries receiving financial assistance packages is clear
• government-imposed measures in these countries have substantially reconfigured WSMs
Conclusions
E. Discussion
• “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)
Discussion > labour = commodity?
• 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 Ingram
Discussion
• Treaty of Versailles (1919: 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
Discussion
• towards a re-commodification of labour ?
• Labour is not a commodity > clause is not in the EU 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
•
Discussion
• 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.
Discussion
Discussion: crisis > WSM and IR regimes
FI
CYIE
MT
FR AT
BG
DK SE UK
PTEL ES
SI
BE
DE
LU NL
RO
EE
SK
PLLVLT
HU
0
1
2
3
4
Industrial relations systems
Severi
ty o
f im
pact
Nordic
Central EastCentral WestMediterranean/South
Anglo-SaxonWestern
CZ
IT HR
Trend OriginRestructuring of actors megatrendDecline in trade union density megatrendPublic Sector Reform megatrend Decentralisation of collective bargaining megatrend
(crisis accelerated)Increase in opt-out clauses crisis-induced trendIncrease in opening clauses crisis-induced trendDecrease of extensions crisis-induced trendShorter duration of collective agreements crisis-induced trendDrop in volume of bargaining crisis-induced trendDrop in quality of bargaining crisis-induced trendShorter continuation of CAs crisis-induced trendReforms in wage-setting mechanisms crisis-induced trendMore adversarial industrial relations crisis-induced trend
Discussion: crisis vs. megatrends
Current challenges
1. Adequate structures and resources of the SP
2. Capacity to negotiate agreements at EU level
3. Capacity to implement agreements at national level
4. Representativeness of EU SP
5. Linkages between EU SD and national SD
6. Linkages between cross-industry and sectoral SD
7. Better involvement of the SP in the EU semester
8. Rebuilding trust ‘after’ the crisis
• http://www.eurofound.europa.eu
• European industrial relations dictionary
Further information
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