Implementation and Effectiveness of Training Leave in Greece Cedefop’ s workshop on: “Training leave and payback clauses: Policies and practice in Europe” 6-7 June 2011, Thessaloniki, Greece Dr. Ilias Livanos

ΛΑΕΚ 0.45% Who is entitled training?: every employee insured with the Social Security Fund (ΙΚΑ). Condition for participation: the employer pays IKA 0.45% of its yearly total employee cost (wage + employers contributions). Who does the training?: Any certified private company. Who coordinates the programme?: The Manpower Organization of Greece (OAED). How much training is an organization entitled?: Up to 100% of its 0.45% contribution. 2

An example An organization with 15 employees Total monthly cost per employee is 1,000 E The total training fund is calculated as follows: 15 employees x 14 months x 1,000 x 0.45% = 945 Euros 3

How does it work? Employer/employees choose training courses. Employer pays the training providers. Employer submits electronically receipts of training expenses to OAED. Employer gets reimbursed up to 100% of original contribution within the next year. 4

Examples of training courses Vocational: computers usage (Windows, Office), communication, sales, PR, etc. Professional: ACCA, web design, computer graphic applications Academic: MBAs, Masters etc. 5

Effectiveness of the programme Overall works well. Key to success is the provision of training from private organisations. Social partners express various concerns 6

Employers Sceptical about letting employees be absent from work: –Most firms in Greece are SME’s Evening (most common form of training) or weekend training exhausts employees. Not always happy with the certified training providers. Risk of loosing employees. Delay in reimbursement creates cash-flow problems. Bureaucracy. 7

Employers suggestions Incentives for letting employees off work for training. Increase strictness regarding certification of training bodies. Initiation of Professional Training Centers. Initiation of sectoral training schemes. All training courses should fall into categories and be officially certified. 8

Employees / Trade Unions The views of TU largely depend on their political orientation. There is no regulation regarding who gets trained. Reluctant to receive evening/weekend training due to family commitments. Training is not linked to pay. Training may increase their future workload. Training opportunities are not widely known. 9

Employees/ TU suggestions Training should be centralised by TU / employee’ associations. Employees should be granted incentives in order to receive training. Training should take place strictly during working hours. All employees should receive an equal amount of training. Better communication of training opportunities. 10