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IP FLEXEM TER. OULU FINLAND 2007. THIS HAPPENS WHEN THERE IS NO SOCIAL DIALOGUE !. Flexibility of the Social Dialogue. Elisabeth Büttner, Germany Gabriele Gamberini, Italy Elvira Kasteel, The Netherlands Sandra Melús Cunquero, Spain Dainius Navickas, Lithuania Alessandro Nepi, Italy - PowerPoint PPT Presentation
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IP FLEXEM TER
OULU
FINLAND
2007
THIS HAPPENS WHEN THERE IS NO SOCIAL DIALOGUE !
Flexibility of the Social Dialogue
Elisabeth Büttner, GermanyGabriele Gamberini, Italy
Elvira Kasteel, The NetherlandsSandra Melús Cunquero, Spain
Dainius Navickas, LithuaniaAlessandro Nepi, Italy
Ernestas Rigertas, LithuaniaBianca Rotthier-Willems, Belgium
Table of contents
General Introduction Legal differences
European framework
Constitutions
Legislation
Sociological data and figures
Structure of trade unions Wage-setting Differences between men and women
Consequences of the actual situation
Recommondations
Introduction to the Social Dialogue:
A Definition “Negotiation, consultation or simply exchange of information
among representatives of governments, employers and workers”
• EU Level
• State Level
• Plant Level
Normative sources of the Social Dialogue
European framework (Art. 136, 137, 138, 139 of the Treaty; Art. 27, 28 of Nice Charter)
Constitutions
Legislation
European Framework
• Art. 136: Social Dialogue as an objective
• Art. 137: Implementation of directives to the social partners’
• Art. 138: Social partners’ role at the EU level
• Art. 139: Collective bargaining at the EU level
• Art. 27, 28 Charter of Nice : Fundamental Rights
Constitutions
• Principle of freedom of collective bargaining
• Trade union freedom
• No mention in the Netherlands’ system
LegislationSources of regulation of social dialogue:
• Laws and collective labour agreements (Belgium, Italy, Finland)
• Laws only (Germany, Spain, Lithuania and The Netherlands)
Bargaining hierarchy implemented;
• but in some countries (i.e. Germany) it may depend on practice of opening clauses
Different system of representation:
• Single channel (Germany, Italy, Lithuania, Finland)
• Dual channel (Belgium, Spain, The Netherlands)
General body of representation:
• Belgium: workers and management• Other countries: workers only
Conditions of establishing a trade union:
• No restrictions for small companies
• Avoiding inadequate representation (so called ”yellow trade unions”)
Criteria to decide which trade union should represent workers
Membership of trade unions
• Differences in representation
• Differences between age, gender, sector and occupation
• Loss of power for trade unions due to the shifting from sector level to company level
Industrial Relations in Europe 2006Net trade union membershiop density according to age
0
10
20
30
40
50
60
70
80
90
Belgium Finland Spain Italy Germany The Netherlands Lithuania
Countries
-30
30 - 49
50+
Industrial Relations in Europe 2006Net trade union membership density according to gender
0
10
20
30
40
50
60
70
80
90
Belgium Finland Spain Italy Germany The Netherlands Lithuania
Countries
Male
Female
Industrial Relations in Europe 2006Net trade union membership density according to sector
0
10
20
30
40
50
60
70
80
90
100
Belgium Finland Spain Italy Germany The Netherlands Lithuania
Countries
Industry
Services
AHS
PMS
Industrial Relations in Europe 2006Net trade union membership density according to occupation
0
10
20
30
40
50
60
70
80
90
Belgium Finland Spain Italy Germany The Netherlands Lithuania
Countries
White-collar
Skilled blue
Unskilled blue
Level of collective bargaining involved in wage-setting
0
1
2
3
Belgium Germany Spain Italy Lithuania The Netherlands Finland
Countries
Impo
rtanc
e
Inter-sectoral level
Sectoral level
Enterprise level
Industrial Relations in Europe 2006
Employees on low wages
0
10
20
30
40
50
60
Belgium The Netherlands Spain Italy Germany Lithuania Finland
Countries
Perc
enta
ge
Men
Woman
Total
Industrial Relations in Europe 2006
Structure of trade unions• are organised on:
- sector base
- occupational base
● countries are organized :
- a dominant trade union
- a few dominant trade unions
Consequences of the actual situation
• Close link between implementation and historical development
• Depending on strength of legal structures - low - high
• Power and influence of trade unions – sufficient impact?
• Loss of competitiveness?
• Increase of collective bargaining on plant level
- specifying on local needs
• Flexibility of the local level
- depends on different
backgrounds
- freedom to adapt
superordinated collective
agreements
Conclusions
Proposals
• Stop the trend of declining membership number of trade unions
• Improve the information flow between different levels
• Framework
ASSIMILIATED BUT NOT UNIFORM SYSTEM!!!
Generally binding agreements
German system of „opening-clauses“
Clear separation of competences between work council and trade unions
Assimiliated system of European Social Dialogue
Thank you for your support!!
• Ricardo Del Punta
• Guido Boni
• Rytis Krasauskas
Thank you for your attention!
Are there any questions?