Industrial relations - Industrial relations in the crisis_Christian Welz
Transcript of Industrial relations - Industrial relations in the crisis_Christian Welz
Eurofound – European Foundation for the Improvement of Living and Working Conditions
www.eurofound.europa.eu
Impact of the crisis on industrial relations and wage-setting mechanisms in
the EU
University of Paderborn Business Law and European Business Law, Masters and PhD Class
Dublin - 20 May 2015
Christian Welz
1. Prologue
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. Conclusions
6. Epilogue and discussion
Table of content
• “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)
1. Prologue
• 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 PHILADELP (1944) labour is not a commodity
1. Prologue
2. 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)
2. 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
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
Employer density _ 2012 v 2013 EIRO 2013/14
LT PL EE HR SK LV UK CZ BG EU DK IT IE FR FI BE LU SI SE NL AT
2011 15 20 25 28 33 34 35 41 42 54 58 58 60 60 70 76 80 80 87 90 100
2012 15 20 25 28 30 41 35 49 0 56 58 0 60 75 71 80 80 80 86 85 100
10
30
50
70
90
110% of employees in companies members of an EO
2011 2012
3. 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
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
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 MEBFrance 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
LT
RO
SI
IE
Trends in main levels of CB
BE
PT
• 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
4. 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
5. 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
• impact of the new European Economic governance less clear
5. Conclusions
• ILO DECLARATION OF PHILADELP (1944) labour is not a commodity
• wage setting in the crisis and the new economic governance …..
• towards a marketisation of wages (Marginson)
• towards a re-commodification of labour ???
6. Epilogue and discussion
• 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
•
6. Epilogue and discussion
• ECJ• “ social policy objectives pursued by CAs would be seriously
undermined if management and labour were subject to Article 81(1) EC (now 101(1) TFEU) “
• 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.
6. Epilogue and discussion
Crisis vs. megatrends
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 upon expiry Crisis-induced trendReforms in wage-setting mechanisms Crisis-induced trendMore adversarial industrial relations Crisis-induced trend
Trade Union density rates 2013 in %
Further information
www.eurofound.europa.eu
slideshare Welz_
European industrial relations dictionary