Les dimensions du dialogue social: les travaux de la ... · national industrial relations...

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Les dimensions du dialogue social: les travaux de la Fondation de Dublin.

Colloque« Le Dialogue Social au Luxembourg:

Actualités et Perspectives »Abbaye de Neumünster – Luxembourg, le 10 février 2011

Jean-Michel MILLERDirecteur de Recherche / Eurofound Dublin

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Les dimensions du dialogue social: les travaux de la Fondation de Dublin.

• Ma présentation:• Définitions et contexte• Le modèle Européen, le dialogue social et le niveau

national• Le dialogue social et ses effets• EIRO• Conclusions

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Les dimensions du dialogue social: les travaux de la Fondation de Dublin

Terminologie / définitions

• Relations professionnelles• Relations industrielles• Dialogue social

• Terminologie / définitions:• - European industrial relations dictionary

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Contexte gContexte géénnééralral

• Situation économique et sociale• Stratégie de Lisbonne• UE 2020• Modèle Européen en discussion

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Modèle Européen

• Taux de croissance économique élevé• Réduction continue du temps de travail• Politiques actives du marché de travail• Systèmes de sécurité sociale développés• Dialogue social

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Dialogue social: Cadre

• Charte des droits fondamentaux de l'Union européenne• Articles 154-155 du Traité• Un long chemin:• - de la CECA au Traité de Lisbonne• Évolution: approfondissement• Respect de la subsidiarité• Niveau Européen et répercussions au niveau national

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Dialogue social: les partenaires

• Evolution des organisations:• - employeurs• - syndicats• Développements des actions entre partenaires sociaux• Vers la coopération renforcée!?

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Le cadre national

• Histoires différentes• Cultures plus ou moins développées de coopération.• Création d’une capacité de proposition, négociation et de

responsabilisation• Questions de plus en plus complexes pour tous les

partenaires à tous les niveaux

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Les effets du dialogue social

• Comment mesurer les effets du dialogue social sur les conditions de travail?

• Quelle est la nature des liens entre dialogue social et conditions de travail?

• Les conditions de travail sont elles différentes sur base de présence ou absence de structures de dialogue social?

• Les travailleurs couverts par le dialogue social ont-ils de meilleures conditions de travail?

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Les enquêtes

• Enquêtes posant à la fois des questions sur « conditions de travail » et « dialogue social »

• - Arbeitsklima Index (A)• - IAB Panel d’entreprises (D)• - Enquête sur la qualité de vie au lieu de travail (E)• Méthodologies, échantillon, questions différentes.

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Les résultats

• Moindre fluctuation de main d’œuvre• Plus grand pourcentage de travailleurs âgés• Recours aux « Comptes temps » plus fréquent• Plus de formation offerte et suivie

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What makes the difference?:What makes the difference?:Findings from a special evaluation of the IAB surveyFindings from a special evaluation of the IAB survey

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What makes the difference?:What makes the difference?:Findings from the Spanish Findings from the Spanish Survey on Quality of Life at WorkSurvey on Quality of Life at Work

• Independent variables: Collective agreement, employee representation body• Clear correlation between coverage by social dialogue and training activities (frequency and

participation rate)

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Éléments du succès• Études de cas• Bonne relation de travail établie entre partenaires sociaux• Confiance mutuelle et respect pour coopérer, résoudre des

différences et attentes divergentes• Engagement pour faire aboutir les accords• Des actions ciblées d’intérêt commun contribuent au

succès

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European Industrial Relations Observatory• EIRO: depuis 1997• Réseau de correspondants dans tous les pays de l’ UE +

Norvège• Collecte, analyse et dissémination d’informations sur les

relations professionnelles en Europe• Instrument de suivi / monitoring• http://www.eurofound.europa.eu/eiro/

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Conclusions• Variété de situations / pas de généralisations• Contextes nationaux différents et effet Européen• Les enquêtes nous disent que les travailleurs couverts par

le dialogue social sont mieux placés• Cependant difficile d’établir un lien ferme entre dialogue

social et son impact sur les conditions de travail• Intérêts communs existent et coopération paie• Dialogue social fait partie de la solution

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• Villmools Merci!

• [email protected]• www.eurofound.europa.eu

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• 14 January 2011 • MEETING BETWEEN KOOS RICHELLE, DIRECTOR GENERAL OF DG

EMPLOYMENT, AND PHILIPPE DE BUCK, DIRECTOR GENERAL OF BUSINESSEUROPE

• 1. EU social dialogue activities • BUSINESSEUROPE is demonstrating, through its active participation in the EU social

dialogue, its commitment to social partnership. It is determined to take up its full responsibility in the social dialogue as confirmed by a series of key recent achievements: the joint labour market analysis, the revised agreement on parental leave, the joint report on the ECJ cases (Laval, Viking etc.); the framework agreement on Inclusive LabourMarket; and the joint statement on Europe 2020.

• The main aim of the social dialogue should be to facilitate economic and social change across Europe. The European social dialogue should seek to facilitate implementation of the Europe 2020 strategy.

• The social partners are currently in the process of finalising the implementation of their 2009-2010 social dialogue work programme After the ETUC congress in May 2011, they will start negotiations on a new multiannual work programme.

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• European industrial relations dictionary• Designed as an easy-to-use online reference tool, the European industrial relations

dictionary is a comprehensive collection of the most commonly used terms in employment and industrial relations at EU level today. It contains almost 300 alphabetically listed entries, featuring concise definitions and relevant contextual information, with hyperlinks to EU legislation and case law.

• Background information is provided on the industrial relations context, institutional framework, legal framework, collective industrial relations, individual employment, the enterprise, free movement of workers, discrimination and equality in employment, health and safety and movement towards an EU system of industrial relations.

• The product of a collaborative effort between acknowledged experts in the field, the dictionary is aimed at policymakers, practitioners and all those interested in the history and evolving structure of the European Union. It follows in the wake of the series of national industrial relations glossaries published in the 1990s. The online version of the national glossaries, EMIRE, is still available but is not updated.

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• Developments in industrial action 2005–2009• This overview examines developments in industrial action across the

European Union and Norway over 2005–2009. The most ‘strike-prone’ countries during the period were Denmark, France and Belgium, while Austria, Estonia and Latvia were essentially strike-free, and the level of industrial action in the new Member States was only about a quarter of that in the EU15. Manufacturing was the sector most prone to conflict, followed by the broad public sector and transport and communications. Pay disputes were the most common cause of industrial action

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• Representativeness of the European social partner organisations: MetalThis report sets out to provide the necessary information for evaluating sectoral social dialogue in the metal industry. The study consists of three parts: a summary of the sector’s economic background; an analysis of the social partner organisations in all of the EU Member States, with special emphasis on their membership, their role in collective bargaining and public policy, and their national and European affiliations; and finally an analysis of the relevant European organisations, in particular their membership composition and their capacity to negotiate. The aim of the EIRO series of representativeness studies is to identify the relevant national and supranational social partner organisations in the field of industrial relations in selected sectors. The impetus for these studies arises from the goal of the European Commission to recognise the representative social partner organisations to be consulted under the EC Treaty provisions. Hence this study is designed to provide the basic information required to establish and evaluate sectoral social dialogue

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• Developments in industrial action 2005–2009This overview examines developments in industrial action across the European Union and Norway over 2005–2009. The most ‘strike-prone’ countries during the period were Denmark, France and Belgium, while Austria, Estonia and Latvia were essentially strike-free, and the level of industrial action in the new Member States was only about a quarter of that in the EU15. Manufacturing was the sector most prone to conflict, followed by the broad public sector and transport and communications. Pay disputes were the most common cause of industrial action.

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• Working time developments – 2009In 2009, average collectively agreed weekly working time in the European Union stood at 38.7 hours. The figure was 0.8 hours lower in the pre-2004 EU15 and 0.9 hours higher in the new Member States. Agreed normal annual working time averages around 1,750 hours – just above 1,700 in the EU15 and a little over 1,800 in the new Member States. Of three sectors examined, agreed weekly hours are highest in retail, followed by chemicals and the civilservice. Average collectively agreed paid annual leave entitlement stood at 24.5 days across the EU in 2009. This EIRO report also examines statutory working time and leave limits, and actual working hours

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• Industrial relations developments in Europe 2009This annual review highlights the most significant developments that took place in industrial relations in the EU Member States and Norway in 2009, both at national and EU level. It first sets out the political context, then goes on to examine levels of coverage ofcollective bargaining, and trends in bargaining regarding pay, working time and a number of other topics. In addition, this review outlines the year’s main developments in employment legislation, social dialogue, industrial action and company restructuring, and explores the impact of the global economic crisis. A specific thematic chapter examines recent developments in social partner organisations in Europe.

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• Pay developments – 2009• EIRO’s annual analysis of pay trends finds that the average collectively

agreed nominal wage increase across the EU fell from 5% in 2008 to 4.2% in 2009. In the former EU15, the average nominal increase declined from 3.8% in 2008 to 3.1% in 2009, while in the 12 new Member States that joined the EU since 2004 (NMS12), the average dropped from 7.1% in 2008 to 5.9% in 2009. By contrast, taking into account inflation (which fell steeply in 2009), the rate of real increase across the EU rose sharply, from 0.5% in 2008 to 2.9% in 2009. In the EU15, the real increase rose from 0.4% in 2008 to 2.4% in 2009. In the NMS, the real increase rose from 0.8% in 2008 to 3.9% in 2009. The report also examines collectively agreed pay increases in three selected sectors (chemicals, retail and the civil service), increases in minimum wages (as well as current rates), increases in average earnings, and the gender pay gap.

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• Developments in social partner organisations – employer organisations

• This report examines the structure and role of employer organisations in the European Union and Norway, highlighting recent trends and developments. The report focuses mainly on national ‘peak’ employer organisations and sectoral organisations, their role in collective bargaining and tripartite/bipartite dialogue, and the services they provide to members. Other areas examined include subnational (regional or provincial) employer organisations, organisations that group employers with shared characteristics or interests, and the composition of the leadership of employer bodies

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• Trade union strategies to recruit new groups of workers• This report aims to provide an overview of developments in both

trade union membership and density in the 27 EU Member States and Norway. It looks at the initiatives undertaken by trade unions to recruit new members, especially in areas other than the traditional core union ranks: the manufacturing and public sectors. Recruiting new members and extending the reach of union representation feature high on the agenda of trade unions, with resources beingspecially mobilised for this purpose. Key aspects of trade unionactivities remain crucial, notably the integration of organising in day-to-day activities, and also the focus on traditional collective identities and the role of union representation in improving wage levels and working conditions.

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• Telework in the European Union• This report examines the phenomenon of telework in the EU – particularly

in the context of the European Framework Agreement on Telework, which was signed by the peak social partners in July 2002. The report first assesses the incidence of telework across the 27 EU Members States and Norway, highlighting the overall increase in telework usage. It goes on to examine the regulatory framework for telework, with a particular focus on the European Framework Agreement’s implementation in the context of national industrial relations systems and given the unique nature of this autonomous agreement. The report also looks at issues concerning the employment and working conditions of teleworkers – such as health and safety, data protection, access to training and the voluntary nature of telework. It concludes with an overview of the social partners’ position on telework.

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