1. Social Partners in the EU

2. 2 Subjects  Social partnership in different socio-economic models  Social partnership: areas of influence  Collective bargaining  Social partners in the EU: who?  Social partnership in the EU: what?  EU Social Partnership: how?  EU Social Partnership: results  EU Social Partnership and links to social security

3. Negotiation strategies Positional negotiation Position dominates Own interest position Mistrust Looking for weak spot Win-lose Adversarial Hard – cold – no relation Opponents Emotion allowed Integrative negotiation Interest dominates Assessing all interests Mutual trust Strengthening each other Win-win Compromise Soft on the relation – hard on the content Partners Emotion excluded 3

4. Nordic model Government: mostly coalitions of diverse political direction (3 parties or more) Role of government: seeking balance in interest positions Role of employers organisations: “enlightened employers”; using society developments for own interests, “corporate social responsibility” Role of trade unions: open to development / innovation – status quo not “sacred”; economic realism Social partnership basis: integrative negotiation 4 Rhineland model Government: mostly coalitions, though with less variety (2 parties) Role of government: leading in the different interest positions Role of employers organisations: comparable to Nordic, slightly more focussed on own interest position Role of trade unions: focus is more on protection and defense of current rights Social partnership basis: integrative negotiation with some positional elements Anglo-Saxon model Government: mostly 1 party governments with strong ideological differences Role of government: enforcing own programme Role of employers organisations: more classical capitalistic orientation, focussed on own economic interest position Role of trade unions: focussed on defense of rights and high wages for members, own interest position rules Social partnership basis: positional negotiation – conflict sensitive Mediterranean model Government: mostly coalitions, dominated by one party Role of government: non-governmental coalitions, depending on subjects Role of employers organisations: focussed on own interest positions Role of trade unions: focussed on defense of established rights and increasing wages Social partnership: positional orientation, incidental coalitions, high conflict sensitivity

5. Social Partnership: operational levels Company(sub-) Sector (regional) CentralNationalEU Shop stewards Framework Agreement Central agreement (pensions, wage increments) Socio- economic policies Tomorrow… Works councilCollective bargaining Advice procedures legislation Collective bargaining (Pension) funds 5 Tripartite level: Government, Employers Organisations & Trade Unions Bipartite; Coordination level (central) Employers organisations & trade unions

6. Collective Bargaining Agreement Written, legally enforceable contract for a specified period (usually one year), Between Employers (organisations) and Trade Union(s) About conditions of employment  Wages (including job descriptions and classification)  Working hours and conditions  Overtime payments, holidays, vacations, benefits  Additional social security  Procedures for dispute resolution. 6

7. Collective bargaining, how Framework for wage costs development (TU): Productivity + inflation = basis for negotiations (tax and premium developments are excluded) Tailored to company or sector circumstances Trade unions unify their different proposals Proposals of employers and trade unions Start of the negotiations…. “Fireworks” (wage increment) mostly at the end of the process 7

8. Works council Advisory body, consisting of (elected) employee representatives Deliberating with – and advising the employer on matters related to the development of a company:  Organisational development / change  Work- holiday schedules  Health & safety issues  Important investments  (strategic) cooperation Often in bigger companies you can see works councils on plant-level, a central works council and even a European works council 8

9. National Tripartite level: Socio-economic Council Deliberation between central level Employers Organisations, Trade Unions & Government Subjects are related to broad overall socio-economic policies, for instance:  Social security  Education  Healthcare  Employment policies  Health & safety  Environment  Urban planning  Taxation  Doing business 9

10. Social Partnership: why? Helps understanding and respecting different interest positions Broad commitment Industrial stability Improves economic development 10

11. The Social Partners in the EU Employers Organisations on European level:  Cross-sectoral  Sectoral Trade Unions on European level:  Cross-sectoral  Sectoral Chambers of Commerce and Industry on European level: Eurochambres All organise Member State organisations that organise members Some are federations of federations of organisations Influence of actual members is not “very direct”…. 11

12. Social Partners in the EU The Commission publishes a list of European social partner organisations. At present, the list includes 75 organisations and is divided into five groups:  General cross-industry organisations (CEEP, ETUC, BusinessEurope)  Cross-industry organisations representing certain categories of workers or undertakings (Eurocadres, UEAPME, CEC)  Specific organisations (Eurochambres)  Sectoral organisations with no cross-industry affiliation (53 organisations)  European trade union organisations (15 organisations). 12

13. Form of EU Social Partnership Promotion of a European Social Dialogue organised in:  Social Dialogue Committee (SDC) (cross-industry) SDC working groups and seminars Negotiations towards bi- or tri-partite agreements Social dialogue summits  Sectoral social dialogue committees Related to specific sectors or categories on European level Consist of organisations who are integral and recognised part of MS social partner structures Have the capacity to negotiate agreements  Both bipartite and tripartite activities 13

14. Results Agreements implemented by Council Directive  Revised framework agreement on parental leave (2008)  Framework agreement on fixed-term contracts (1999)  Framework agreement on part-time work (1997)  Framework agreement on parental leave (1996) Autonomous agreements implemented by Social partners  Framework agreement on inclusive labour markets (2010)  Framework agreement on harassment and violence at work (2007)  Framework agreement on work-related stress (2004)  Framework agreement on telework (2002) Consultations on any new social European initiative  Renewed Social Agenda  Employment  Rights at work  Social Protection and social inclusion  Gender equality  EU social security coordination  At least ….. In theory…. 14

15. EU social partnership and links to social security Inclusion Parental leave Transferability of supplementary pensions Flexibility of working time and security Health and safety issues Disability strategy Promoting solidarity between generations Coordination of social security benefits >> 15

16. Coordination of social security benefits “Movers” are covered by the legislation of one country (pay contributions once) Same rights and obligations as the nationals Previous periods of insurance, work or residence in other countries are taken into account if necessary. Cash benefits are – generally – “exportable” Social security institutions will coordinate Applies to:  sickness, maternity and equivalent paternity benefits  old-age pensions, pre-retirement and invalidity benefits  survivors’ benefits and death grants  unemployment benefits  family benefits  benefits in respect of accidents at work and occupational diseases 16